Reviewed By Vijay Karkare Managing Director @Cornerstone India Key HighlightsA Performance Improvement Plan (PIP) helps employees understand performance gaps and take clear steps to improve. HR teams should set specific goals, agree on timelines, and provide regular feedback. A fair PIP focuses on support, skill development, and measurable progress rather...
Reviewed By Vijay Karkare Managing Director @Cornerstone India Accountability is often cited as one of the defining characteristics of high-performing organisations. Yet many businesses struggle to create a culture where employees consistently take ownership of outcomes, collaborate effectively, and remain aligned with organisational goals. The challenge is rarely a...
There’s a point in many organisations where things don’t break because of strategy, or talent, or even competition. They start breaking because of how closely work is being controlled. What begins as “just staying involved” slowly turns into something more restrictive. Decisions take longer, ideas shrink, and teams start waiting instead of...
The Biggest Mistakes Companies Make in Succession Planning After two decades of executive search practice in India, we have seen succession planning succeed and fail in almost every conceivable way. The failures are rarely unique. They follow the same patterns — and they are almost always avoidable. Quick answer: The biggest succession...
Employee engagement has become a critical factor for organizational success. Companies that actively support employee growth and performance are far more likely to retain talent, improve productivity, and build stronger workplace cultures. One of the most effective ways organizations achieve this is through a structured performance management system. Understanding...
Performance management is essential for fostering employee growth, improving productivity, and aligning individual objectives with organizational goals. A performance management system (PMS) ensures that employees continuously develop their skills, track their progress, and contribute effectively to business outcomes.In today’s fast-paced business environment, organizations must adopt...
Not too long ago, performance management was just one formal meeting at the end of the year to talk about how well you did. Once goals were set, feedback was late, and development talks often happened too late to make a difference. That way of...
"Leadership is not born; it’s built—brick by brick, experience by experience." In today’s complex business environment, organizations don’t just need managers who meet short-term goals—they need leaders who can inspire teams, drive transformation, and secure long-term success. Yet, a recurring gap exists: performance management often...
Performance reviews have long been a dreaded annual ritual—numbers, ratings, and a rushed feedback session that leaves both employees and managers dissatisfied. But in today’s fast-changing business world, static performance management no longer drives growth or engagement. The shift is clear: forward-looking organizations are moving...
Rethinking Performance in a Blended Workforce As hybrid work cements itself into the DNA of modern organizations, CHROs and HR leaders face a new challenge: performance management models built for physical offices are no longer effective. The old reliance on visibility, proximity, and static KPIs must...
