In this episode of Your Brain at Work, Dr. David Rock welcomes Kristina Morton; Vice President Human Resources, Supply Chain, at General Mills. At General Mills, their mission is to feed the world. Hard enough on a good day, but how about during a global pandemic? Their challenges were multifaceted and complex, but throughout, factory workers went above and beyond to meet the goals of the organization. Rewards were obviously in order. So leaders at General Mills experimented with autonomy and rewards to say thanks. Here’s their story (and the science behind it).
Autonomy matters more than we think. After a year that saw many of our choices taken away - who we can visit in person, where
As coronavirus cases and deaths spiked around the world, so did an equally pervasive, but less observable ailment—anxiety. The effects of anxiety—reduced productivity and a
At NLI we believe that now is perfect time to build a more flexible, continuous, and people-focused performance management system. Here's how.
How organizations govern their performance practices, like everything else in 2020, took a number of unexpected turns (to put it lightly). The challenges of the
We close Season 3 of Your Brain at Work with our two performance gurus, Barbara Steel, the head of our performance practice, and Rob Ollander-Krane, a Senior Client Advisor at NLI who will review some of the biggest trends of 2020. From the underrated—but absolutely vital— check-in conversation, to the role bias plays in performance management, and performance management’s impact on broader talent strategy, we look back on the trends and lessons of 2020, and look ahead to what organizations should prioritize in 2021.
Giving and receiving better feedback requires us to kick some old habits and adopt a new mindset. Here's how science can help.
So, you've come to the conclusion that we need to modify our approach to performance management. Luckily, we have the science to show you how.
Performance reviews are loaded with cognitive biases that cloud the reviewer's judgment and possibly put employees on the wrong career path.
The traditional performance review is a confidential, closed-door meeting between no more than two people. Research suggests it is also totally misguided.
Only about a third of US employees qualify as "engaged." It's up to management to create the habits that can boost that figure.
This week, our panel of experts includes NLI’s Head of Performance Barbara Steeel, Senior Client Strategist, Rob Ollander-Krane, and CEO and Co-Founder Dr. David Rock. Together, they discuss the latest trends and research in performance management; they share illuminating insights on giving, and receiving, feedback; and they reflect on the six critical conversations employees and managers should be having to perform at their best.
It’s been puzzling that in the current environment, some companies are saying “we aren’t doing performance management this year. We’re just going to focus on
As we learn what change initiatives actually look and feel like, we want to share the themes and questions from our research to help you work through them.
Performance conversations are a critical moment for leaders to help their team members feel supported and keep engagement steady.
A major concept discussed at this year's NeuroLeadership Summit was growth mindset, a critical tool for boosting teams' performance.
Performance management can drum up some pretty intense emotions. Fortunately, leaders can use neuroscience to make it more effective.
Performance management has been in flux for the last decade, and now NLI wants to hear from you about your experiences with the PM process.
Performance Speak to a Client Advisor The conventional wisdom says that performance comes down to how employees
The growing wisdom to "kill performance ratings" actually follows from an even larger observation about traditional performance management.
EPISODE 5: Killing Ratings and Making Performance Come Alive with GAP’s Rob Ollander-Krane and Dr. Andrea Derler
No one likes to feel like a number. And yet, so many organizations use rigid, ratings-based approaches for tracking employees’ performance. Rob Ollander-Krane, Director of Talent Planning and Performance at Gap Inc., has for years decided to take his teams in a different direction — namely, by killing performance ratings. In this episode, discover how Rob’s bold decision has ushered in a brand-new world of work.
Dean Carter, CHRO at Patagonia, discusses how taking a "regenerative" approach to performance management truly gets the best out of people.
By using growth mindset, we can give performance reviews that are more accurate, less threatening, and support our team members to develop and succeed.
Our brains often get stuck on first impressions and biased assessments of others. For leaders, this can make it difficult to accurately evaluate changes in employees’ performance over time. Fortunately, NLI’s research shows that a growth mindset is the key to effective performance conversations. In fact, more than half of all companies we interviewed last year are leveraging a growth mindset approach to create sustainable performance management transformation.
A recent poll suggests that HR leaders may see manager capabilities as a major obstacle in performance management, but they say the solution lies elsewhere.