By bringing empathy into your employee performance reviews, your organization can improve the process for employees and managers alike. You can also increase the positive organizational outcomes that result from well-run, productive employee performance reviews.

NEOGOV was recently honored with inclusion in the GovTech 100, ELGL Choice Awards, and Apps Run the World HCM Top 500 Software Vendors.

Talk to the talent acquisition team at Tesla and they’ll tell you some jobs are hard to fill. If even cool corporations with rich compensation budgets find certain types of jobs hard to fill then what can the public sector do? Well don’t give up, there is an effective strategy.

As an HR professional, your personal brand is one of your most important assets. It’s a mix of who you are, what you’re known for, and how well you’ve proved what you can do. It’s partly the persona you craft and partly the reputation you earn.

Attracting Millennials to government work isn’t always easy, especially when there are higher-paying private sector positions with better benefits. Government may not be able to compete in these areas, but there are other ways you can build a next generation talent pipeline.

HR should be continuously improving its processes: performance management is no exception. Of course, that means that you’ll need some guidelines for reviewing your process. Here is a checklist for identifying where improvements are most needed.

We live in a culture of immediacy. We’re multi-tasking masters. We get maps, taxis, and dates with just a few swipes of a screen. We consume news in tweet-sized tidbits. We watch ten-second videos that disappear. It’s a world filled with distractions galore.

More than a decade ago, the Pew Research Center coined the term “silver tsunami” to describe the anticipated retirement of Baby Boomers. Although the mass wave of retirements was projected to hit government in 2011, the recession put many of these retirement plans on hold. This gave government agencies a bit of respite, but now, according to a number of reputable sources, the long-awaited silver tsunami may have finally arrived.

There has been a lot of press about companies in the private sector replacing the annual appraisal with more frequent feedback. The same desire for change exists in the public sector.

Bias is an inevitable part of human nature. When bias is unconscious, we don’t control it. People make nearly instantaneous assumptions and form fast opinions about other people. Though unconscious bias is a handy mental shortcut that can help people process information, it can have negative side effects in the workplace.