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Performance Management in BC: The Conversations Managers Avoid (BC)

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By Kristina Kovacevic Think about the performance conversation you’ve been putting off. The probation review you quietly extended. The performance improvement plan is sitting in draft. The “we need to talk about your results” became “Let’s see how next quarter goes.” The pattern of errors you’ve flagged mentally but never documented. Avoidance shows up […]

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Spring HR Audit Checklist for Employers: Are Managers Prepared for Conflict and Performance Issues?

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By Robin Turnill Spring is a natural time for organizations to pause, assess, and reset. Many leaders use this season to review financials, strategic priorities, and operational plans — but one area that often gets overlooked is manager readiness to handle people issues. An HR audit checklist focused on manager readiness helps organizations evaluate whether leaders

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How to Conduct Year-End Performance Reviews: Best Practices for Employers

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By Katie Stargardter As the year winds down, many organizations are deep in their year-end performance review process, a time often met with equal parts anticipation and apprehension. While it’s tempting to treat reviews as a checkbox, they’re one of the most valuable tools for strengthening culture, aligning goals, and recognizing contributions. When done

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Building Better Teams: The Role of 360 Reviews in Performance Appraisals

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The trick to retaining top performers is easier than you may think, outside of being paid a fair wage, manageable workloads and a respectful work environment. Most employees want to work for an organization that provides them with opportunities to grow, challenge themselves and climb the corporate ladder. Receiving and providing constructive criticism is a

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Avoid the six most common performance appraisal pitfalls

Six Common Performance Appraisal Pitfalls and How to Avoid Them

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Error-proof Your Performance Appraisal Process and Avoid These Common Pitfalls Performance appraisals can be invaluable professional development tools when used to inspire and coach employees to their greatest ability. Ideally, performance appraisals objectively communicate information that can enhance performance; however, because they are based on human judgement, they can be subject to error. To ensure

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