As we wrap up January 2015, many organizations have closed out the 2014 end of year performance appraisal process. This year, more than ever, I’m hearing from clients that their evaluation process “just isn’t working”. Their feedback is that for the last several years we go through the same process and the results aren’t worth the effort.

A few things have been going through my mind recently: Football, Leadership and Performance Management. While these three topics sound disjointed, hang on for the ride – there is a touchdown at the end of this!

This Leadership Communication Certificate Program focuses on leaders achieving success through enhanced communication skills. The key to maintaining strong client relationships, motivating staff or effecting corporate change is often effective and efficient skills and abilities in writing, speaking, listening, and influencing others. The highly interactive and dynamic four-part seminar series focuses on practical and useful communication techniques in four powerful communication areas:

[embed]https://www.youtube.com/watch?v=uCsUJSVZAo0&feature=youtu.be[/embed]

As economic cycles go, the last 18 months have been a time of change for any company doing business with the federal government. Budgets have been cut across the board, and it often feels like the government is trying to get the same services for a fraction of the cost. For those of us working in Talent Acquisition or Human Resources, the pressure to do more with less has never been more tremendous.

Performance reviews often get such a bad rap – and yet, we HR Professionals know how critical they are in terms of managing organizational effectiveness. At Helios, we work with many of our clients to revise their performance review process and we’ve learned many lessons along the way. With these 3 easy adjustments, you can start improving your performance review process today.