When Employee Performance Is Below Expectations, Turn to the Four Cs. The Four Cs is a diagnostic you can use when performance doesn’t meet expectations. 1. Clarity.

As the year wraps up, you might be feeling a bit anxious about your upcoming employee performance reviews. These evaluations can feel unproductive and tedious, and they can even increase employee ...

Microsoft has a new performance rating system for managers to determine employee pay. Employees can get a mid-range "successful" rating even if they exceed some expectations. The new system comes ...

The employee, supervisor, and the university are critical members of a partnership that ensures effective performance planning, coaching, development and evaluation. Performance management is a ...

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. The plan outlines ...

If the employee fails to improve, it may be necessary to take further action, such as disciplinary measures. One of the best insights a manager can have is understanding what drives each employee.

At Meta, for example, an internal memo ordered managers to rank more employees in its "below expectations" tier, the lowest performance bucket, during their midyear performance reviews. Although Meta ...

GM's new performance ranking system evaluates employees on a five-scale system, from "significantly exceeds expectations" to "does not meet expectations." Employee bonuses are tied to their ranking.

SEATTLE, March 7 (Reuters) - Annual bonuses for more than 100,000 Boeing employees this year will be tied to company-wide performance, rather than by business unit, as in previous years.

SEATTLE (Reuters) - Annual bonuses for more than 100,000 Boeing employees this year will be tied to company-wide performance, rather than by business unit, as in previous years.