Many organizations are looking for more effective ways to manage the annual employee performance evaluation. Doing away with the performance-“choking” ranking system would be a good start.
There are better ways to motivate employees than enumerating how far they fall short and telling them to work harder, says Kun Huo, assistant professor at Ivey. Huo talks to The Globe and Mail about the less intimidating ways to motivate performance, such as coupling information on how top performers succeed with relevant training opportunities.
“People have a desire to be successful … but you don’t need to know, sometimes you don’t want to know, how far down you are because that can be de-motivating,” he says.
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