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
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
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
Taking the Performance Review Process from Painful to Productive. Learn how automated solutions can help HR professionals in small to mid-sized companies streamline the review process. by SuccessFactors. 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
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
Tempted to skip the mid-year review this year, particularly with your high-performers? Mid-Year Performance Reviews are the Half-Time Huddle of Business. The post How to Hold a Better Mid-Year Performance Review appeared first on Let's Grow Leaders. MORE
Do you have performance reviews or appraisals of any kind? The post Performance Reviews & Performance Appraisals are already gamified #hrblog appeared first on RapidBi. Human Resources & Talent appraisal gamification Management performance reviewDo they have a score or rank included in them? then rad on! Readers of this blog will know that I have been interested in gamification for some time. MORE
I was talking with a client recently who was planning for her face-to-face performance review meetings with her staff. With forms completed, she acknowledged she didn’t want to simply review the content of the forms. MORE
I thought it time I mentioned… In thousands of companies around the world its performance review and appraisal time again. That annual ritual where the objectives are often dig out deep from in a draw, the dust blown off, and the one-to-one meeting held to review recent history. Management annual appraisals performance management performance review Appraisals. 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
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
** 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
I was talking with a client recently who was planning for her face-to-face performance review meetings with her staff. With forms completed, she acknowledged she didn’t want to simply review the content of the forms. What have I done to help or hinder your performance? 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
Take the Small Business Performance Review Process from Painful to Productive by SuccessFactors Learn the “insider’s secret” of automating goal-setting and performance reviews to drive and sustain productivity and engagement. 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
“I hate doing these yearly performance evaluations”. They are no-where near accurate and often times I feel forced to use recent information to determine employee performance.”. Could you gather performance data during those meetings"?”. 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.
Let's Grow Leaders
MAY 30, 2019
Tempted to skip the mid-year review this year, particularly with your high-performers? Mid-Year Performance Reviews are the Half-Time Huddle of Business. The post How to Hold a Better Mid-Year Performance Review appeared first on Let's Grow Leaders.
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.
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.
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
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.
|
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.
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.
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.
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
Kevin Eikenberry
AUGUST 25, 2014
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.
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.
|
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
leaderCommunicator
OCTOBER 2, 2019
I was talking with a client recently who was planning for her face-to-face performance review meetings with her staff. With forms completed, she acknowledged she didn’t want to simply review the content of the forms.
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.
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.
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.
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
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.
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
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
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 [.].
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.
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.
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.
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.
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.
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
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.
leaderCommunicator
DECEMBER 5, 2013
I was talking with a client recently who was planning for her face-to-face performance review meetings with her staff. With forms completed, she acknowledged she didn’t want to simply review the content of the forms. What have I done to help or hinder your performance?
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.”
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, [.].
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
Strategy Driven
OCTOBER 23, 2011
Take the Small Business Performance Review Process from Painful to Productive by SuccessFactors Learn the “insider’s secret” of automating goal-setting and performance reviews to drive and sustain productivity and engagement.
Strategy Driven
MAY 22, 2011
Taking the Performance Review Process from Painful to Productive. Learn how automated solutions can help HR professionals in small to mid-sized companies streamline the review process. by SuccessFactors.
Rapid BI
JANUARY 20, 2014
I thought it time I mentioned… In thousands of companies around the world its performance review and appraisal time again. That annual ritual where the objectives are often dig out deep from in a draw, the dust blown off, and the one-to-one meeting held to review recent history. Management annual appraisals performance management performance review Appraisals.
Rapid BI
MAY 19, 2016
Do you have performance reviews or appraisals of any kind? The post Performance Reviews & Performance Appraisals are already gamified #hrblog appeared first on RapidBi. Human Resources & Talent appraisal gamification Management performance reviewDo they have a score or rank included in them? then rad on! Readers of this blog will know that I have been interested in gamification for some time.
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?
Mike Cardus
JULY 12, 2011
“I hate doing these yearly performance evaluations”. They are no-where near accurate and often times I feel forced to use recent information to determine employee performance.”. Could you gather performance data during those meetings"?”.
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