Author Archives: gandhi14
Hold Performance Appraisals Sooner
Your organisation probably has an established schedule for performance appraisal interviews. When a person is not performing however, you cannot afford to wait for the next planned appraisal. You need to talk now! There is scarcely an employee who does … Continue reading
When You Do Performance Appraisals, Listen More Than You Talk
Managers often do most of the talking in performance appraisal discussions. They say employees gain by sharing in their experience and views. They say they know what the problems are and from their experience they also know the solutions. That … Continue reading
How to Make the Most of Positive Feedback in Performance Appraisal
Animal trainers use it. The research supports it. You know it is the right thing to do. If you really want top performance from your people, give them the one thing most likely to help them deliver. Give them positive … Continue reading
How to Resolve Performance Problems At Three Levels
If you are not talking about the right problem when you carry out a performance appraisal discussion, no amount of talking will solve the problem! Performance problems can be complex and it is important to know how to get down … Continue reading
How to Measure the Effectiveness of Training
If only changing behaviour were as simple as sending people on training courses and having them come back fixed! The process is not ever that simple, but it can be broken down into a number of steps, each one easy … Continue reading
Get Your Facts Right When You Hold Performance Appraisals
Proper use of facts when you talk about performance sets the scene for rational, safe and constructive discussion. Preparation of facts before opening a discussion on performance is an essential first step toward a good performance appraisal. Problems arise when … Continue reading
Still Struggling With Performance Appraisal? Get The Facts Right
Performance review discussions ought not to be so difficult. The relationship between manager and employee is clearly defined. Objectives, standards required and action plans are usually in place. So why is it so difficult? Why does it so often end … Continue reading
How Well Do You Do Performance Appraisal Interviews?
Human Resource Departments have become very competent at designing excellent performance appraisal processes and documentation. They contain goals and objectives, inputs and outputs, competencies and areas for improvement, all rolled up in a performance contract. No wonder that managers complain … Continue reading
Do you Hold People Accountable for Performance?
Do you have a manager who storms into your office to tell you what he thinks has gone wrong and how he wants you to fix it? When he has gone, without asking you what you think of the problem … Continue reading
How To Be More Resilient: Reframe So You See Things Differently
You could say; I failed: or you could say; I did not pass this time. You could say; Losing my job is the worst thing that could happen to me: or you could say; Losing my job gives me the … Continue reading