1) Set benchmarks early, as a team. 2) Review should cap a year of regular meetings, adding to a log of employee performance. 3) The meeting should close with the setting of goals and expectations for the next year. "When employees walk out of a performance management review," says SHRM's Miranda, "they should feel energized that the boss appreciates their strengths, values their contribution, and sees their potential."
How Big Data Can Transform Society for the Better [Preview] The digital traces we leave behind each day reveal more about us than we know. This could become a privacy nightmare—or it could be the foundation of a healthier, more prosperous world By Alex Pentland