because your employees are your business

Pros and Cons of Giving and Receiving Feedback Using Technology

Posted on 09/08/2015 By Jamie Resker

Insight gained through giving and receiving timely and specific feedback is how we and others get better.  Sometimes we need to be on the receiving end and other times we need to initiate feedback to help others learn and grow.  The question is how to go about exchanging meaningful feedback at work. 


3 Steps for Giving Performance Feedback

Posted on 08/11/2015 By Jamie Resker

It is clear that the key reason managers avoid giving feedback is not because they don’t understand the problem but rather because they don’t know how to script a message that is “sayable” and “hearable.” The Performance Continuum Feedback® Method (PCFM) is a straight forward approach to do just that.


Are Your Managers Giving Feedback?

Posted on 04/13/2015 By Jamie Resker

Manager and Employee Conversations Happen, But…  

While most managers think they are having higher level conversations about performance, the truth usually falls short.  Communication typically centers on projects, status updates, issues, etc.  When we take a closer look we see one of three types of manager – employee communication:

Four Categories of Manager-employee Communication



The Future of the Performance Review

Posted on 02/20/2015 By Jamie Resker

Hear three experts talk about their take on the performance review.  National Public Radio produced a story about “The Future of the Performance Review”.   “Performance review” is perhaps the most hated phrase in the workplace. Studies show it’s not just employees, but also managers and even HR professionals who dislike the practice. “The interview discusses 


What has the greatest impact on COMPANY PERFORMANCE?

Posted on 11/26/2014 By Andy

The 2013 Mercer Global Performance Management Survey reported that one in three organizations said the ability of managers and employees to engage in performance conversations is key and has the greatest impact on company performance, and that    performance management initiatives could and should be more effective. Only 3% of the 1,050 survey participants from 53