Performance management is one of the most central concerns of IO Psychologists.
How should organizations maximize performance of their employees?
While earlier performance management tools were a much-dreaded “once a year” performance evaluation and occasional reprimands, these days organizations are evolving into continuous feedback and less nerve-wracking “check -ins”.
In addition, the cycle of performance management begins with setting clear goals for or with employee – so that they know what exactly they need to do to “perform well”.
Do all today’s organizations follow “the new” model of performance management? Of course not (that would be too clockwork).

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