INDUSTRY INSIGHTS YOUR PEERS ARE READING
Everyone hates performance reviews for three reasons that we just need to accept. Read my latest post over at About.com Management and Leadership to find out why and how: Why We Hate Performance Reviews and How to Improve Them. annual performance review performance appraisals performance management performance reviewsHowever, there are three relatively simple fixes that can make the process a lot less painful. MORE
L2L Infographic: Are Employee Performance Reviews Productive or Destructive? The post L2L Infographic: Are Employee Performance Reviews Productive or Destructive? Leadership Lessons Learned Leadership vs. Management Leading & Developing Other Leaders Practical Steps to Influence Team Building Leadership leadership Management Performance reviewsClick to Enlarge Infographic Courtesy of FindMyShift.com. MORE
Here are five important questions you , as a manager and leader, should ask during employee performance reviews: What have I done to help - or hinder - your job performance? What can I do in the next review period to help you achieve/improve? MORE
Yes, You Can Make Performance Reviews Worthwhile … and less odious for all parties. The key is to concentrate first and foremost on employees’ strengths. Here is an excerpt from an article written by Rick Wartzman for Bloomberg Businessweek magazine’s “The Drucker Difference&# series (April 8, 2011). To read the complete article, check out other resources, [.]. MORE
There are two business topics that seem to bring out the best and (yes) the worst in executives: 360º feedback and performance reviews. Here is an excerpt from an article written by Rebecca Knight for the Harvard Business Review blog. Bob's blog entries “Principles to Remember” Delivering an Effective Performance Review Dick Grote Harvard Business Review blog. MORE
Here, we look at the facts and explain why it is imperative that skills and performance are reviewed regularly. Customer service influences your reputation Another reason why it is important to review your customer service is because it has a huge bearing on your reputation. MORE
I don’t like performance reviews. Here are three thumbnail cases against performance reviews that you should find terrifying. You tell yourself if the individual doing wrong doesn’t figure it out by the next performance review cycle, you will deal with it then. MORE
Guest post from Dr. Tim Baker There is considerable and contestable debate in blogosphere and elsewhere about the viability of the performance review. Another group thinks that with some modifications, the performance review will be fine. MORE
The annual employee performance review is an important opportunity to get feedback from your manager in order to make sure your performance is meeting expectations and to learn what you need to do to improve. Performance reviews can be used to justify raises or promotions, so it’s important to make sure you performance is accurately documented. career advice performance appraisals performance review process MORE
While I mention Performance Reviews in the title of this post and throughout the video many times, that is NOT my biggest focus today. Today, I am talking about coaching and giving four specific pieces of advice to help you focus more on the coaching and less on the performance review. MORE
When you think about performance reviews, what do you think? Chances are, your first thoughts aren’t positive, and the day of your performance review isn’t a day you circle with positive anticipation. Most performance reviews. MORE
Knowledge at Wharton published a very well-done summary article on the problems with and alternatives to the traditional annual performance review. “an overall performance management process — one that focuses on goal setting, feedback, coaching and clear statements of the company’s performance expectations — is absolutely critical&# and indeed, is [.]. For Executives Performance Reviews MORE
The really good news is that the trend is to move away from the annual performance review. That said, if you are preparing for an annual review, let’s make it work for you. Take the opportunity to have a say about what is documented about your performance. MORE
Traditional performance reviews are like the Easter Bunny. Distraction: Traditional performance reviews distract HR and management from more useful tasks like real human development and culture building. Culture Feedback Goals Interview Leading Managing Personal Growth Taking others higher Leadership Development Management Organizational Development performance reviews They don’t really deliver. MORE
And early in my career I learned that for those in the sales profession, performance management and succession planning are unapologetically transparent. Leadership Assessments Leadership vs. Management Leading & Developing Other Leaders Sales Leadership leadership Performance reviews sales leadership Sales management sales quotasI have been a sales professional for more than 21 years. MORE
Here is another valuable Management Tip of the Day from Harvard Business Review. Which is worse: receiving a performance review, or giving one? When you’re the one conducting the review, try doing [.]. Bob's blog entries Delivering an Effective Performance Review Harvard Business Review HBR newsletters How to Take the Stress Out of Giving a Performance Review Management Tip of the Day Rebecca Knight MORE
Here is another valuable Management Tip of the Day from Harvard Business Review. Which is worse: receiving a performance review, or giving one? When you’re the one conducting the review, try doing [.]. Bob's blog entries Delivering an Effective Performance Review Harvard Business Review. HBR newsletters Management Tip of the Day Rebecca Knight Take the Stress Out of Giving a Performance Review MORE
For many people, performance reviews seem like rather soulless exercises driven by organizational imperatives. Greg Eaton decided he wanted to change the way performance evaluations were held in his company, a thriving business that organized corporate meetings and incentive trips. MORE
The annual employee performance review is an essential human resource process for documenting how well an employee performed throughout the year, an opportunity to provide feedback to the employee, and serves as a springboard for setting performance and development objectives for the coming year. feedback performance appraisals performance review process preparation MORE
Everyone loves to hate performance evaluations, and with good reason: Research has shown them to be ineffective, unreliable and unsatisfactory for seemingly everyone involved. MORE
Everyone loves to hate performance evalua […]. For Executives Leadership Development Team Manager Skills Executive Leadership Leadership Leadership Skills Development Performance Reviews MORE
Dan Markovitz at Timeback reminds us that performance reviews are a dangerous exercise. Leaders must go into performance discussions with a humble heart. Even if we grant their utility, they have a profound credibility gap to bridge. As Dan’s notes, your colleagues likely will be very skeptical about the usefulness of those chats you’re about to have. Filed under: PMO. MORE
DONT: IGNORE THE FULL POTENTIAL OF THE PERFORMANCE REVIEW. If the annual performance review is a check-off-the-box activity, you’re missing a key opportunity to engage and motivate your employees. MORE
By Sharon Armstrong Most all managers and leaders do performance reviews, and most don’t look forward to them. Books Developing Others Leadership Learning coaching performance reviews MORE
Several years ago, I would have scoffed at Mr. Culbert’s points on the weaknesses of performance reviews. Most performance review processes honor the time-tattered status quo that completely ignore the common cause problems in stable – albeit dysfunctional – systems. MORE
The bad news is you may also be planning to spend some of those precious hours writing up annual performance reviews for the people that report to you. Organizational Development performance management Performance reviews MORE
Performance reviews enter the feedback stage once a year with a lot of fanfare. It takes a bow, and in one big show it acknowledges a year''s worth of work performance--good or bad. While the person reviewed is most interested in what salary raise s/he will receive during this once a year conversation. Performance reviews may have a define role to play. Lack of feedback is the number-one reason for performance problems. MORE
The post What Do You Think About Performance Reviews? Coaching & Developing Others Leadership & Supervisory Skills performance evaluation performance reviewThis is a question, I am confident you have both experience with and thoughts about. MORE
For Executives Leadership Performance ReviewsRevolution is in the air around the world. People everywhere are fed up with having arbitrary power exercised over them, with impractical limits placed on their everyday actions, with living in constant fear that someone in power will frown at them and destroy their livelihood without warning or objective justification. This global revolution differs [.]. MORE
Because of this, it’s smart to institute regular performance appraisals, commonly known as a performance review. The benefits of performance appraisals are tough to argue with. Conducting performance [.]. Leadership Development communication performance reviews team developmentPosted in Leadership Development In today’s business world, time is money. MORE
One that struck me as both highly feasible and highly valuable was “Irrigate the Feedback Desert: DIY Performance Reviews.” Have you ever done a DIY performance review? Leadership Resources & Tools motivation performance reviews MORE
Frequent performance reviews go a long way in making sure your employees know what they are doing well – and where they can improve. But when workers don’t actively participate, reviews can also be a dead-end street. MORE
Every year, more and more organizations are ditching annual performance reviews. Think back over the process for annual reviews and how much time and effort they take—preparing the reviews, discussing them, writing them up, sending them through approvals. MORE
In a fluid world economy that requires self-reliance and self-definition we cannot rely solely on our employer to set our work performance criteria and evaluate our performance (granted we will have to live with the criteria set by the organization within the context of that organization). We may score high on a work performance evaluation, but this in and of itself does not guarantee success or fulfillment, it just means that we achieved certain employer based standards. MORE
** Every performance review I ever had was a colossal waste of time. Performance reviews are like Santa Clause, they don’t really deliver. Communication Feedback Goals Leading Managing Personal Growth Taking others higher Values mission & vision change behaviors Leadership Development model behaviors Organizational Development organizational values performance reviewsThe dust laying on yours indicates it’s not worth the paper it’s printed on. MORE
Client Clara asks: I always get so nervous before my annual performance review. Coach Joel answers: Performance reviews can be daunting, but being proactive about the process will make it a motivating ritual that you look forward to. Reviewing your past goals. MORE
While I mention Performance Reviews in the title of this post and throughout the video many times, that is NOT my biggest focus today. Today, I am talking about coaching and giving four specific pieces of advice to help you focus more on the coaching and less on the performance review. MORE
"The best kind of performance review is no performance review," says Aubrey Daniels, a clinical psychologist turned management consultant. "It''s The biggest problem with reviews, Daniels says, is that they happen too infrequently. MORE
Frequent performance reviews go a long way in making sure your employees know what they are doing well – and where they can improve. But when workers don’t actively participate, reviews can also be a dead-end street. MORE
According to a survey done by the Robert Half organization, 62% of workers feel that the feedback they receive semi-annually or annually in their performance review is at least somewhat helpful in improving their performance. Developing Others Leadership Learning Personal Development coaching performance plan performance reviewI know you have an opinion, because most everyone does. MORE
As I sat on the beach sipping my chardonnay, I vowed to never blow off preparing for a performance review again. Give it a try as you prepare for your own performance review, or share with your team to help them prepare for their meeting with you. MORE
Wednesday, September 1, 2010 5 Questions To Ask At Your Next Employee Performance Review Here are five important questions you, as a manager and leader, should ask during employee performance reviews: What have I done to help - or hinder - your job performance? MORE
During the review on the following day, you simply assess the data and discuss how performance compares with objectives. Pressure can be increased simply by increasing the frequency of reviews. MORE
The Crowdsourced Performance Review: How to Use the Power of Social Recognition to Transform Employee Performance Eric Mosley McGraw-Hill (2013) How and why all organizations need a better model for performance reviews Opinions are divided – sometimes sharply divided – about “the wisdom of crowds.” MORE
Performance Review Related Topics Career Advancement
FEBRUARY 4, 2019
Client Clara asks: I always get so nervous before my annual performance review. Coach Joel answers: Performance reviews can be daunting, but being proactive about the process will make it a motivating ritual that you look forward to. Reviewing your past goals.
Kevin Eikenberry
MAY 1, 2018
While I mention Performance Reviews in the title of this post and throughout the video many times, that is NOT my biggest focus today. Today, I am talking about coaching and giving four specific pieces of advice to help you focus more on the coaching and less on the performance review.
Kevin Eikenberry
MAY 1, 2018
While I mention Performance Reviews in the title of this post and throughout the video many times, that is NOT my biggest focus today. Today, I am talking about coaching and giving four specific pieces of advice to help you focus more on the coaching and less on the performance review.
Great Leadership By Dan
DECEMBER 5, 2013
Guest post from Dr. Tim Baker There is considerable and contestable debate in blogosphere and elsewhere about the viability of the performance review. Another group thinks that with some modifications, the performance review will be fine.
Leadership Freak
FEBRUARY 15, 2014
Traditional performance reviews are like the Easter Bunny. Distraction: Traditional performance reviews distract HR and management from more useful tasks like real human development and culture building. Culture Feedback Goals Interview Leading Managing Personal Growth Taking others higher Leadership Development Management Organizational Development performance reviews They don’t really deliver.
Kevin Eikenberry
OCTOBER 11, 2015
The post What Do You Think About Performance Reviews? Coaching & Developing Others Leadership & Supervisory Skills performance evaluation performance reviewThis is a question, I am confident you have both experience with and thoughts about.
Joseph Lalonde
FEBRUARY 23, 2018
For many people, performance reviews seem like rather soulless exercises driven by organizational imperatives. Greg Eaton decided he wanted to change the way performance evaluations were held in his company, a thriving business that organized corporate meetings and incentive trips.
Kevin Eikenberry
JULY 21, 2013
By Sharon Armstrong Most all managers and leaders do performance reviews, and most don’t look forward to them. Books Developing Others Leadership Learning coaching performance reviews
Tanveer Naseer
NOVEMBER 10, 2015
I don’t like performance reviews. Here are three thumbnail cases against performance reviews that you should find terrifying. You tell yourself if the individual doing wrong doesn’t figure it out by the next performance review cycle, you will deal with it then.
Tony Mayo
MARCH 18, 2015
Everyone loves to hate performance evaluations, and with good reason: Research has shown them to be ineffective, unreliable and unsatisfactory for seemingly everyone involved.
Great Leadership By Dan
JULY 6, 2015
Everyone hates performance reviews for three reasons that we just need to accept. Read my latest post over at About.com Management and Leadership to find out why and how: Why We Hate Performance Reviews and How to Improve Them. annual performance review performance appraisals performance management performance reviewsHowever, there are three relatively simple fixes that can make the process a lot less painful.
Next Level Blog
DECEMBER 18, 2013
The bad news is you may also be planning to spend some of those precious hours writing up annual performance reviews for the people that report to you. Organizational Development performance management Performance reviews
ReImagine Work
NOVEMBER 13, 2017
The really good news is that the trend is to move away from the annual performance review. That said, if you are preparing for an annual review, let’s make it work for you. Take the opportunity to have a say about what is documented about your performance.
Lead from Within
DECEMBER 12, 2018
Every year, more and more organizations are ditching annual performance reviews. Think back over the process for annual reviews and how much time and effort they take—preparing the reviews, discussing them, writing them up, sending them through approvals.
Bud to Boss
JULY 6, 2011
One that struck me as both highly feasible and highly valuable was “Irrigate the Feedback Desert: DIY Performance Reviews.” Have you ever done a DIY performance review? Leadership Resources & Tools motivation performance reviews
Linked 2 Leadership
AUGUST 24, 2015
L2L Infographic: Are Employee Performance Reviews Productive or Destructive? The post L2L Infographic: Are Employee Performance Reviews Productive or Destructive? Leadership Lessons Learned Leadership vs. Management Leading & Developing Other Leaders Practical Steps to Influence Team Building Leadership leadership Management Performance reviewsClick to Enlarge Infographic Courtesy of FindMyShift.com.
Tony Mayo
MARCH 18, 2015
Everyone loves to hate performance evalua […]. For Executives Leadership Development Team Manager Skills Executive Leadership Leadership Leadership Skills Development Performance Reviews
Let's Grow Leaders
DECEMBER 12, 2014
As I sat on the beach sipping my chardonnay, I vowed to never blow off preparing for a performance review again. Give it a try as you prepare for your own performance review, or share with your team to help them prepare for their meeting with you.
Leadership Freak
JANUARY 12, 2012
** Every performance review I ever had was a colossal waste of time. Performance reviews are like Santa Clause, they don’t really deliver. Communication Feedback Goals Leading Managing Personal Growth Taking others higher Values mission & vision change behaviors Leadership Development model behaviors Organizational Development organizational values performance reviewsThe dust laying on yours indicates it’s not worth the paper it’s printed on.
Kevin Eikenberry
OCTOBER 17, 2012
According to a survey done by the Robert Half organization, 62% of workers feel that the feedback they receive semi-annually or annually in their performance review is at least somewhat helpful in improving their performance. Developing Others Leadership Learning Personal Development coaching performance plan performance reviewI know you have an opinion, because most everyone does.
Tony Mayo
MAY 27, 2011
Knowledge at Wharton published a very well-done summary article on the problems with and alternatives to the traditional annual performance review. “an overall performance management process — one that focuses on goal setting, feedback, coaching and clear statements of the company’s performance expectations — is absolutely critical&# and indeed, is [.]. For Executives Performance Reviews
Lead Change Blog
MARCH 30, 2012
Because of this, it’s smart to institute regular performance appraisals, commonly known as a performance review. The benefits of performance appraisals are tough to argue with. Conducting performance [.]. Leadership Development communication performance reviews team developmentPosted in Leadership Development In today’s business world, time is money.
Coaching Tip
NOVEMBER 10, 2013
"The best kind of performance review is no performance review," says Aubrey Daniels, a clinical psychologist turned management consultant. "It''s The biggest problem with reviews, Daniels says, is that they happen too infrequently.
Leading Strategies
SEPTEMBER 23, 2010
Several years ago, I would have scoffed at Mr. Culbert’s points on the weaknesses of performance reviews. Most performance review processes honor the time-tattered status quo that completely ignore the common cause problems in stable – albeit dysfunctional – systems.
Linked 2 Leadership
JULY 19, 2012
And early in my career I learned that for those in the sales profession, performance management and succession planning are unapologetically transparent. Leadership Assessments Leadership vs. Management Leading & Developing Other Leaders Sales Leadership leadership Performance reviews sales leadership Sales management sales quotasI have been a sales professional for more than 21 years.
Coaching Tip
SEPTEMBER 10, 2014
Performance reviews enter the feedback stage once a year with a lot of fanfare. It takes a bow, and in one big show it acknowledges a year''s worth of work performance--good or bad. While the person reviewed is most interested in what salary raise s/he will receive during this once a year conversation. Performance reviews may have a define role to play. Lack of feedback is the number-one reason for performance problems.
Tony Mayo
MARCH 31, 2011
For Executives Leadership Performance ReviewsRevolution is in the air around the world. People everywhere are fed up with having arbitrary power exercised over them, with impractical limits placed on their everyday actions, with living in constant fear that someone in power will frown at them and destroy their livelihood without warning or objective justification. This global revolution differs [.].
First Friday Book Synopsis
NOVEMBER 8, 2011
There are two business topics that seem to bring out the best and (yes) the worst in executives: 360º feedback and performance reviews. Here is an excerpt from an article written by Rebecca Knight for the Harvard Business Review blog. Bob's blog entries “Principles to Remember” Delivering an Effective Performance Review Dick Grote Harvard Business Review blog.
Tanveer Naseer
DECEMBER 20, 2016
Here, we look at the facts and explain why it is imperative that skills and performance are reviewed regularly. Customer service influences your reputation Another reason why it is important to review your customer service is because it has a huge bearing on your reputation.
Tony Mayo
FEBRUARY 5, 2010
During the review on the following day, you simply assess the data and discuss how performance compares with objectives. Pressure can be increased simply by increasing the frequency of reviews.
Great Leadership By Dan
MARCH 24, 2015
The annual employee performance review is an essential human resource process for documenting how well an employee performed throughout the year, an opportunity to provide feedback to the employee, and serves as a springboard for setting performance and development objectives for the coming year. feedback performance appraisals performance review process preparation
Great Leadership By Dan
MARCH 25, 2015
The annual employee performance review is an important opportunity to get feedback from your manager in order to make sure your performance is meeting expectations and to learn what you need to do to improve. Performance reviews can be used to justify raises or promotions, so it’s important to make sure you performance is accurately documented. career advice performance appraisals performance review process
First Friday Book Synopsis
JULY 26, 2013
The Crowdsourced Performance Review: How to Use the Power of Social Recognition to Transform Employee Performance Eric Mosley McGraw-Hill (2013) How and why all organizations need a better model for performance reviews Opinions are divided – sometimes sharply divided – about “the wisdom of crowds.”
Managers are Heroes
DECEMBER 19, 2012
Frequent performance reviews go a long way in making sure your employees know what they are doing well – and where they can improve. But when workers don’t actively participate, reviews can also be a dead-end street.
Managers are Heroes
DECEMBER 19, 2012
Frequent performance reviews go a long way in making sure your employees know what they are doing well – and where they can improve. But when workers don’t actively participate, reviews can also be a dead-end street.
Michael VanBruaene
OCTOBER 20, 2014
In a fluid world economy that requires self-reliance and self-definition we cannot rely solely on our employer to set our work performance criteria and evaluate our performance (granted we will have to live with the criteria set by the organization within the context of that organization). We may score high on a work performance evaluation, but this in and of itself does not guarantee success or fulfillment, it just means that we achieved certain employer based standards.
First Friday Book Synopsis
APRIL 13, 2011
Yes, You Can Make Performance Reviews Worthwhile … and less odious for all parties. The key is to concentrate first and foremost on employees’ strengths. Here is an excerpt from an article written by Rick Wartzman for Bloomberg Businessweek magazine’s “The Drucker Difference&# series (April 8, 2011). To read the complete article, check out other resources, [.].
Crossderry Blog
JANUARY 19, 2012
Dan Markovitz at Timeback reminds us that performance reviews are a dangerous exercise. Leaders must go into performance discussions with a humble heart. Even if we grant their utility, they have a profound credibility gap to bridge. As Dan’s notes, your colleagues likely will be very skeptical about the usefulness of those chats you’re about to have. Filed under: PMO.
leaderCommunicator
MARCH 2, 2016
DONT: IGNORE THE FULL POTENTIAL OF THE PERFORMANCE REVIEW. If the annual performance review is a check-off-the-box activity, you’re missing a key opportunity to engage and motivate your employees.
Eric Jacobson
SEPTEMBER 1, 2010
Wednesday, September 1, 2010 5 Questions To Ask At Your Next Employee Performance Review Here are five important questions you, as a manager and leader, should ask during employee performance reviews: What have I done to help - or hinder - your job performance?
First Friday Book Synopsis
FEBRUARY 3, 2012
Here is another valuable Management Tip of the Day from Harvard Business Review. Which is worse: receiving a performance review, or giving one? When you’re the one conducting the review, try doing [.]. Bob's blog entries Delivering an Effective Performance Review Harvard Business Review HBR newsletters How to Take the Stress Out of Giving a Performance Review Management Tip of the Day Rebecca Knight
First Friday Book Synopsis
JANUARY 20, 2012
Here is another valuable Management Tip of the Day from Harvard Business Review. Which is worse: receiving a performance review, or giving one? When you’re the one conducting the review, try doing [.]. Bob's blog entries Delivering an Effective Performance Review Harvard Business Review. HBR newsletters Management Tip of the Day Rebecca Knight Take the Stress Out of Giving a Performance Review
Eric Jacobson
JANUARY 4, 2012
Here are five important questions you , as a manager and leader, should ask during employee performance reviews: What have I done to help - or hinder - your job performance? What can I do in the next review period to help you achieve/improve?
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