HR leaders need to internalize that marketing to employees is an ongoing process, not something that stops after onboarding.

Summary. A Performance Improvement Plan (PIP) is a formal approach to remedy an employee’s performance gaps, including failures to meet specific job goals or behavior-related concerns.

Stack ranking Before 2014, Microsoft used a controversial system to evaluate employee performance. Called stack ranking, it forced managers to put employees on a curve and cut the lowest performers.

The new approach is the use of S.M.A.R.T – Specific, Measurable, Achievable, Relevant and Time-bound – goals to plan and monitor employee performance.

360 Survey: Offering a holistic evaluation, this employee survey is taken by the concerned employee and their team members, providing a 360-degree appraisal of the individual’s performance.

Workers who were put on performance-improvement plans described how it affected them. One ex-Google employee said he knew he wouldn't be able to ride out the PIP.

Re-evaluate performance based on results, not physical presence Many leaders have realized that managing remote workers (especially during the pandemic) requires prioritizing results over presence ...

To mitigate employee financial stress, address it like any other aspect of an employee’s well-being that affects performance. Invest in the right tools for your unique team.

The Dreaded Performance Review Makes a Comeback Many companies suspended reviews during Covid. Now they are paying renewed attention to worker performance—much to the chagrin of some employees ...

Why Bosses Should Give Feedback in the Morning When discussing performance with employees, timing is everything By Leigh Thompson Follow June 11, 2025 8:00 pm ET ...