Performance Management
The official 7Geese blog. Elevate performance across your organization.
Webinar Recap: How to Drive a Positive Employee Experience with Continuous Performance Management
Published on January 23, 2020Missed our webinar? Read our recap or watch the recording.
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7Geese launches new features designed for companies to better retain talent and support employee career planning
Published on April 16, 20197Geese is fulfilling its mission to help people grow and achieve more with the launch of their new set of talent management and career development features.
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How to tie compensation to performance reviews: Part I
Published on November 13, 2018Many conversations I have to revolve around whether to tie performance evaluations to compensation.
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OKR: Objectives and Key Results FAQs
Published on October 10, 2018OKRs or Objectives and Key Results are built to grow with your organization and provide alignment to strategic objectives along the way. Today, we’re here to explain how you can leverage OKRs.
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How to measure employee performance with little information
Published on June 27, 2018While those that have a padded resume of related work experiences build employer confidence when it comes to their ability to perform well—one challenge remains.
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How to filter noisy performance data
Published on June 21, 2018Performance management—it seems like all companies do it but for what purpose?
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Helping teams achieve more with accurate performance reviews
Published on June 7, 2018Growing teams need accurate feedback to improve and thrive.
And it’s not just my belief.
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HR leaders don’t think performance reviews yield accurate information
Published on May 9, 2018Did you know? 9 in 10 human resources leaders don’t think annual performance reviews yield accurate information.
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Kickstart career planning for the first time
Published on April 20, 2018When it comes to maximizing employee success and happiness, career planning with your team is a must.
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Top 5 ways feedback can help retain high performers
Published on April 13, 2018It’s safe to say that managers tend to plan feedback discussions with poor or average performers. But what about high performers? How do we approach the feedback discussion differently?
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