NEOGOV Blog

Learn how prioritizing 1:1 meetings ensures employees feel heard, receive feedback in a timely manner, and promote correction of issues or mistakes. 

Learn what best practices your public sector agency can use to master performance management for remote workers and stay competitive in today’s market.

Life for growing families is complicated. Do your organization’s policies make it easier for people to transition back to work? If your organization wants to attract and retain new parents, paying attention to their needs is crucial.

The performance review process at local government agencies is often outdated and disconnected from employees’ important day-to-day responsibilities. According to Gallup research, only 2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work. If this is the case in your organization, giving the performance review process a thorough overhaul can radically rejuvenate employee engagement.

Leading your organization to revamp its entire performance review process isn’t simple, but the rewards can be significant. It can improve organizational culture, give high-performing employees recognition that can reduce turnover, and support struggling employees toward professional and personal growth.

How can you lead your organization to change your performance review process for the better? Here's an easily manageable four-step process.

Learn how government agencies can break down barriers to help their employees be more productive, efficient, and successful at work.

We can improve public sector performance if we make decisions about people's practices based on data. One of the biggest initiatives in gathering people data is the Federal Employee Viewpoint Survey. In particular, data from this study points managers towards practices that drive engagement.

Learn how giving your organization’s performance review process a thorough overhaul can radically rejuvenate your employee engagement. 

The dreaded PIP. Though the acronym stands for Performance Improvement Plan, to many employees it might just as well mean “Panic-Inducing Punishment.”

The best employers know a PIP can place underperforming staff on a path to transform themselves into better employees. But, in practice, a PIP is too often a half-hearted attempt at giving somebody one last improbable chance to save their job. Sometimes, managers treat the PIP as little more than a mandatory step in the process of firing an employee.

Performance Improvement Plans have so much potential. How can a PIP revive a struggling employee’s job performance?

Learn how empathy enhances the value of your employee performance reviews and fosters a more successful and supportive culture in your agency.

Is your performance management process supporting the needs of your employees and your government agency? This checklist will help you find out.