Individual Employee Performance Management in Union Environments: The Emperor goes to Abilene

Labour Relations

Why is there no consensus about best practices for managing individual employee performance (IEP) in unionized workplaces? This paper discusses the reasons, investigating the success of collectivist or high-performance work systems; why managers and unions need to address IEP issues and what’s in it for them; what academic research says about best practices; and workable strategies for managing IEP.

Individual Employee Performance Management in Union Environments: The Emperor goes to Abilene

Receive email updates
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply. Learn more about the collection, use and disclosure of personal information at Queen’s University.

You May Also Like

ARTICLES

Human Resources
The Ever-Increasing Digital World of Work
With the acceleration of all things digital over the past five years, especially through the pandemic, training strat...
Labour Relations
7 Steps for a Sustainable Labour Relations Strategy
Having worked as a Labour Relations Expert for the past 30 years, I feel it is important to understand the critical s...
Human Resources
Talent Mobility: Reducing Self-imposed Barriers to Increase Mobility in Your Organization
Organizations need the right talent to succeed, and they need it now. Simply stated: I don’t think there is a CEO a...

PROGRAMS

Performance Coaching
Gain essential skills for building performance, growth, and accountability
Workplace Equity, Diversity, and Inclusion
Impactful EDI strategies to unleash workforce potential and maximize organizational success

Share this article

Page link
Copied!

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply. Learn more about the collection, use and disclosure of personal information at Queen’s University.