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Picture of Chris Arringdale

Chris Arringdale

Chris Arringdale is the Co-Founder and President of Reviewsnap, an online performance management system that allows you to customize performance appraisals, competencies, rating scales and review periods. Reviewsnap serves more than 1,200 customers worldwide including, Penske Racing, CubeSmart, PrimeSource and Nonprofit HR Solutions.
Picture of Chris Arringdale

Chris Arringdale

Chris Arringdale is the Co-Founder and President of Reviewsnap, an online performance management system that allows you to customize performance appraisals, competencies, rating scales and review periods. Reviewsnap serves more than 1,200 customers worldwide including, Penske Racing, CubeSmart, PrimeSource and Nonprofit HR Solutions.

Employees Care More About Compensation Than Employers Think

Employees can really only thrive in a great culture. Your team needs to work for a company where they are appreciated. It’s really all about the perks. False, false and false. Employees have needs, wants and aspirations for their career. While these are all important company attributes to consider, they aren’t the only things employees pay attention to when they are on the job search (regardless of if they are already employed). They do care about their salary. They do care about the benefits. They do care about hitting each monetary rung in the corporate ladder, no matter what the most

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Conduct a Performance Appraisal with Minimal Risk

Every employer, every manager, understands their employees don’t necessarily like performance reviews. What the team isn’t always aware of, however, is this: managers don’t like them either. Shocking, right? Well, when you have to give an employee some criticism that hits home, you have to do so with tact, and that can be hard to do. At least through the eyes of your employees. Issues stemming from a poor performance appraisal often come from poor delivery. If you don’t want to risk your employee taking the performance appraisal to HR – or another step further to litigation – follow these tips. A Negative Before the Positive?

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4 Reasons You Should (Not) Trash Company Performance Reviews 

Recently, there’s been a lot of talk as to why companies should just get rid of their performance reviews. They don’t improve performance. No one likes them. Well, just because you don’t like to give constructive criticism doesn’t mean you should just get rid of it. After all, you still had to eat your broccoli as a child regardless of if you thought it tasted like dirt, right? Love them or hate them, performance reviews are a necessary use of time and are critical to the success of your performance management system. Most of the arguments to get rid of the

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Performance Management

4 Steps to Drive Performance Management

Performance management can be tricky; company leadership has to find the right balance between what works for the organization and what helps guide employees to improve performance. Currently, 88% of companies have a performance management strategy, but 71% agree their performance management system needs improvement. Only 17% of organizations are satisfied with their current performance management? That’s a pretty disheartening number. Here are 4 steps to drive performance management in your organization: 1.     Raise Individual Performance Even with the evolution of performance reviews, 26% of companies see heavy challenges in changing their current ideology behind the performance appraisal from purely evaluative to developmental. Allowing employees to see

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