You're probably measuring your performance based on output or completion. In today's disruptive world, competence-based performance management may be the better option.

Often, these reviews are conversations between only two individuals, an employee and their manager. But this way of measuring job performance and employee satisfaction is being disrupted.

Like nearly everything else, you can and should measure engagement. Doing so is the only way to keep tabs on whether your employees are getting close to leaving for greener pastures with another ...

Read about some of the more popular performance tracking tools in Business.com’s “ 14 Tools to Measure Employee Performance.” [Read more: How Do I Know It’s Time to Fire Someone?] ...

Underperforming teams and employees can present a leadership challenge fraught with complexity. Members of the Bizwomen ...

Likewise, employee measurement: When the manager and employee agree with the manager’s subjective sense of the employee’s performance, there’s no need for measurement at that level.

Performance tracking is a good idea, but there is no single formula for creating a high-performance culture. There are, however, three key essential elements for all organizations to consider.

Measuring employee performance fairly To measure employee performance fairly, companies need a different approach: organizational network analysis (ONA).

While employee engagement is a priority for organizations today, many still don’t know exactly how to measure and improve it.

With Health Savings Score, employers gain true visibility into how their employees are using HSAs to build long-term savings for health and retirement. They can use those insights to help ...