Performance Management

Brian Elliott, a presenter at MIT SMR’s Work/23 symposium, answers questions about going hybrid.

Andrew Barnes, a presenter at MIT SMR’s Work/23 symposium, answers questions about reducing the length of the workweek.

Learning needs to be personalized, presented in a hybrid manner, and focused on transferable skills.

The delegation of managerial functions to algorithms transforms management practices.

Leaders should learn to manage — and value — employees whose sense of purpose comes from outside the organization.

Historically siloed HR teams should collaborate to proactively support employee thriving and mental health.

The 2023 MIT SMR-Deloitte Future of the Workforce global survey finds top workforce managers excel at eight activities.

Managerial authority and hierarchy should be redesigned for business today, but they won’t disappear.

Managers can help employees turn fears into fleeting thoughts as opposed to permanent restraints.

Giving employees flexibility is becoming crucial to reducing stress and building their confidence in the organization.

Before they can address workplace deviance, leaders need to recognize the role they may be playing.

Companies and employees can benefit when open jobs are filled by internal lateral hires rather than external candidates.

We need to move on to a new way of measuring — and accelerating — employee performance.

MIT SMR’s summer 2022 issue addresses the challenges of C-suite turnover, end users’ AI anxiety, and employee motivation.

Research shows that companies can improve employees’ workplace experiences through the optimal use of sound.

Watch this webinar to learn about using data insights to empower employees and enhance productivity.

Increasing productivity today requires creating cultures based on empowerment, wellness, and trust.

Learn to achieve healthy productivity while boosting employee engagement, empowerment, and wellness.

New research examines the challenges of leading and coordinating workforces that increasingly rely on external contributors.

An experiment shows that target-independent pay can improve sales force performance, retention, and engagement.