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2. We analyzed 2 years of performance reviews for 13,000 ... - AOL

   www.aol.com/finance/analyzed-2-years-performance...

   The data set contains performance reviews for more than 13,000 employees across two annual review cycles. Because we have two years of data, we can see whether an employee in the Year 1 data set ...

3. 'Corporate America wants you to fail': This 'anti-career ...

   www.aol.com/finance/corporate-america-wants-fail...

   Gallup’s 2023 State of the Global Workplace report shows that nearly 6-in-10 employees are quiet quitting. It’s a sign this trend of disengagement at work hasn’t gone away. What to read next

4. Around 76% of high-performing women receive negative ... - AOL

   www.aol.com/finance/around-76-high-performing...

   About 76% of top-performing working women received negative feedback from their bosses compared to just 2% of high-achieving men, according to a new report from management software company Textio ...

5. Performance appraisal - Wikipedia

   en.wikipedia.org/wiki/Performance_appraisal

   A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...

6. Job performance - Wikipedia

   en.wikipedia.org/wiki/Job_performance

   A meta-analytic review by Joseph and Newman [28] also revealed that both Ability EI and Trait EI tend to predict job performance much better in jobs that require a high degree of emotional labor (where 'emotional labor' was defined as jobs that require the effective display of positive emotion). In contrast, EI shows little relationship to job ...

7. 360-degree feedback - Wikipedia

   en.wikipedia.org/wiki/360-degree_feedback

   360-degree feedback can include input from external sources who interact with the employee (such as customers and suppliers), subordinates, peers, and supervisors. It differs from traditional performance appraisal, which typically uses downward feedback delivered by supervisors employees, and upward feedback delivered to managers by subordinates.