"Link goals with the strategic development goals of the department and the organization (in addition to individual goals). Goals must be measurable and quantitative, what gets measured gets improved. Delivering reviews on time is important, this builds value and integrity in the performance review process. Measure on time delivery."
-- Sue Wolgamuth, HRIS/Compensation Specialist, A.W. Chesterton Co.

"Involve the employees (non managers, managers, and executives) in the development process so people believe in the system and understand why we are doing what we are doing. If we get their input they are more likely to believe in the process and take it seriously."
-- Kate O'Leary, Manager, Compensation & HRIS, Babson College

"Managers must revisit their employees goals, job duties and competencies connected to the performance system on a regular basis. Priorities change, managers, with their employees, need to reexamine what has been set for their employees in order to have the performance period be effective and meaningful."
-- Christine Anglin, VP, Human Resources, ClickSquared, Inc.

"Senior management support and buy-in -- if the walk isn't walked by the management team in regards to their direct reports, the whole system is invalidated. A manager is held accountable for his/her directs, all the way up the line."
-- Pamela Harvey, Manager, Compensation, Southern New Hampshire Health System

"Empower your employees to help drive the performance discussions, ensuring they are aware and well-connected to the process and to ensure there are no surprises."
-- Carole Sweeney, HR Specialist, BD Medical - Ophthalmic Systems