Expert insights. Personalized for you.
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
Performance reviews are an essential tool in giving employee feedback and determining areas of improvement and excellence. . No manager actually enjoys doing performance reviews. Added to the problem is how do you handle reviews of large departments. 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. The following is a guest piece by EMEA Marketing Director Monika Götzmann. MORE
I don’t like performance reviews. Here are three thumbnail cases against performance reviews that you should find terrifying. Argument 1: Performance reviews can put off for up to a year what needs attention now Performance reviews can be a passive-aggressive haven for managers afraid to lead in the present. In most corporations, you can guess the review would be harsh. It’s not about a performance review. 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. Please don''t get me wrong - I am not against performance feedback. Month 3 Opportunities for growth Improving performance and standards • Where are opportunities for improved performance? • 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
This is the time of year when a lot of the leaders I work with are buckling down to write up annual performance reviews for the people on their team. This is a process that almost no one enjoys – neither the reviewer or the reviewee. Seriously, do you know anyone in any role who looks forward to an annual performance review? There are a lot of reasons why annual performance review processes usually suck. 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. The post Coaching, Not Performance Reviews – Remarkable TV appeared first on Kevin Eikenberry on Leadership & Learning. 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. Most performance reviews . The post How to Make Every Performance Review More Effective appeared first on Kevin Eikenberry on Leadership & Learning. 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. I’ve seen a lot of lists on performance appraisals, with items like this: Developed 5 new protocols to process raw materials. All Posts Navigate the Workplace career empowerment 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
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. Designed to measure performance in order to determine whether employees have met their goals and thus have contributed to the organization’s results, they are usually highly structured, formulaic, and data-oriented. Before the performance discussion, they also asked employees to reflect on two questions: What is it that you’re most proud of? 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. For Executives Leadership Development Team Manager Skills Executive Leadership Leadership Leadership Skills Development Performance Reviews 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. Leadership Communication Face-to-Face Communication 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 This practical and broad ranging book may help. About the final third of the book is a compilation of sample forms that an organization could adopt or adapt, but the first 130 pages applies to all leaders [.]. 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. Communication Human Resources Results & Execution Winning Well human resources mid-year review performance appraisal 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. Instead, her intention was to have the most productive and positive dialogue possible. Employee Engagement Face-to-Face Communication MORE
Are annual performance reviews necessary? A recent study shows that 90% of HR professionals don’t think performance appraisals are accurate or effective in improving productivity. Discover the differences between learning goals and performance-prove goal orientations, and the value of informal discussions for creating innovation and boosting morale. The post How to Ditch Performance Reviews appeared first on Lead Change. MORE
If you’re dreading your performance review, we invite you to be the leader you want your boss to be and take a bit of initiative. The post How to Help Your Boss Give You a Better Performance Review appeared first on Let's Grow Leaders. 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. If that sounds like what you’ll be doing over the next couple of weeks, I’m here with three tips to help make it at least somewhat pain free for you as you write the reviews and, more importantly, as you deliver them in the weeks to come. 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. I know that because I’ve asked many people this question over the years, and now, I want to get some real data to go with all of the conversations I’ve had. 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. The biggest problem with annual performance reviews,however, isn’t that they’re time-consuming. The happier your people are, the longer they will stay and the better they will perform. 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. By conducting a review of your own performance before you meet with your boss, you’ll have thoughtful answers to all your boss’s questions. Aim to conduct your own performance review on a quarterly basis. 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. Coaching & Developing Others Leadership & Supervisory Skills Video coaching performance reviews 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. Can you summarize how you did at meeting your performance objectives? What have I done to help or hinder your performance? What’s the best way we can monitor performance on this/these issue(s)? MORE
Do performance reviews fill you with anxiety? They talk through how to handle performance reviews that have mixed messages, extreme criticism, or not enough helpful feedback. From Alison and Dan’s reading list for this episode: HBR: What to Do When You Think Your Performance Review Is Wrong by Dick Grote — “Challenging a boss’s appraisal, even in a clear-cut case of bad data, is always a ticklish matter. 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. The true goal of the performance review isn''t to help the employee--it''s to help the company. "A Performance Management vs Performance Reviews. 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. 3 Ways to Prepare For a Better Performance Review. Approaching your review with such confident humility immediately puts your boss in helping mode. MORE
During the review on the following day, you simply assess the data and discuss how performance compares with objectives. Tony] The reason for this is twofold: first, the notes allow you to verify the individual’s understanding of the review; second, the notes increase consistency from one review to the next. 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 Lead Change Blog
NOVEMBER 13, 2019
Are annual performance reviews necessary? A recent study shows that 90% of HR professionals don’t think performance appraisals are accurate or effective in improving productivity. Discover the differences between learning goals and performance-prove goal orientations, and the value of informal discussions for creating innovation and boosting morale. The post How to Ditch Performance Reviews appeared first on Lead Change.
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. By conducting a review of your own performance before you meet with your boss, you’ll have thoughtful answers to all your boss’s questions. Aim to conduct your own performance review on a quarterly basis.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
HR Digest
FEBRUARY 8, 2021
Performance reviews are an essential tool in giving employee feedback and determining areas of improvement and excellence. . No manager actually enjoys doing performance reviews. Added to the problem is how do you handle reviews of large departments.
Next Level Blog
OCTOBER 23, 2019
This is the time of year when a lot of the leaders I work with are buckling down to write up annual performance reviews for the people on their team. This is a process that almost no one enjoys – neither the reviewer or the reviewee. Seriously, do you know anyone in any role who looks forward to an annual performance review? There are a lot of reasons why annual performance review processes usually suck.
Advertisement
In 2021, many of your competitors will invest in talent development software. If you make the right decision, invest in the right software, and if your organization is willing to use it, you can realize five decisive competitive advantages. To see those advantages, download Paycor’s latest guide, 5 Reasons CFOs Invest in Talent Development.
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. Please don''t get me wrong - I am not against performance feedback. Month 3 Opportunities for growth Improving performance and standards • Where are opportunities for improved performance? •
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.
Joseph Lalonde
FEBRUARY 23, 2018
For many people, performance reviews seem like rather soulless exercises driven by organizational imperatives. Designed to measure performance in order to determine whether employees have met their goals and thus have contributed to the organization’s results, they are usually highly structured, formulaic, and data-oriented. Before the performance discussion, they also asked employees to reflect on two questions: What is it that you’re most proud of?
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. Communication Human Resources Results & Execution Winning Well human resources mid-year review performance appraisal
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.
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. The biggest problem with annual performance reviews,however, isn’t that they’re time-consuming. The happier your people are, the longer they will stay and the better they will perform.
Advertisement
As an HR leader, your goal for talent development is to create an environment where everyone is motivated and supported to achieve a shared vision of success. By investing in the right software, you can realize five decisive competitive advantages. To see those advantages, download Paycor’s latest guide!
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.
|
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. 3 Ways to Prepare For a Better Performance Review. Approaching your review with such confident humility immediately puts your boss in helping mode.
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. For Executives Leadership Development Team Manager Skills Executive Leadership Leadership Leadership Skills Development Performance Reviews
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. If that sounds like what you’ll be doing over the next couple of weeks, I’m here with three tips to help make it at least somewhat pain free for you as you write the reviews and, more importantly, as you deliver them in the weeks to come. Organizational Development performance management Performance reviews
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
Tanveer Naseer
NOVEMBER 10, 2015
I don’t like performance reviews. Here are three thumbnail cases against performance reviews that you should find terrifying. Argument 1: Performance reviews can put off for up to a year what needs attention now Performance reviews can be a passive-aggressive haven for managers afraid to lead in the present. In most corporations, you can guess the review would be harsh. It’s not about a performance review.
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
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. The post Coaching, Not Performance Reviews – Remarkable TV appeared first on Kevin Eikenberry on Leadership & Learning.
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. I know that because I’ve asked many people this question over the years, and now, I want to get some real data to go with all of the conversations I’ve had.
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. Coaching & Developing Others Leadership & Supervisory Skills Video coaching 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. I’ve seen a lot of lists on performance appraisals, with items like this: Developed 5 new protocols to process raw materials. All Posts Navigate the Workplace career empowerment performance
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 This practical and broad ranging book may help. About the final third of the book is a compilation of sample forms that an organization could adopt or adapt, but the first 130 pages applies to all leaders [.].
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 [.].
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. Most performance reviews . The post How to Make Every Performance Review More Effective appeared first on Kevin Eikenberry on Leadership & Learning.
Harvard Business
JUNE 29, 2018
Do performance reviews fill you with anxiety? They talk through how to handle performance reviews that have mixed messages, extreme criticism, or not enough helpful feedback. From Alison and Dan’s reading list for this episode: HBR: What to Do When You Think Your Performance Review Is Wrong by Dick Grote — “Challenging a boss’s appraisal, even in a clear-cut case of bad data, is always a ticklish matter.
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.
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. Instead, her intention was to have the most productive and positive dialogue possible. Employee Engagement Face-to-Face Communication
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
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. Leadership Communication Face-to-Face Communication
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
Tony Mayo
FEBRUARY 5, 2010
During the review on the following day, you simply assess the data and discuss how performance compares with objectives. Tony] The reason for this is twofold: first, the notes allow you to verify the individual’s understanding of the review; second, the notes increase consistency from one review to the next. 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. The following is a guest piece by EMEA Marketing Director Monika Götzmann.
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.
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.
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. The true goal of the performance review isn''t to help the employee--it''s to help the company. "A Performance Management vs Performance Reviews.
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, [.].
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. Can you summarize how you did at meeting your performance objectives? What have I done to help or hinder your performance? What’s the best way we can monitor performance on this/these issue(s)?
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
228 
Let's personalize your content