ComputerHunter.org |
|
|
|||
|
 |
Performance Appraisal Scenarios: Improve Your Communication
IMPROVING COMMUNICATION DURING THE PERFORMANCE APPRAISAL: If the employee has trouble getting started on the self-appraisal you might say: "Why don't you start by talking about the XYZ project?" (Pick a topic that the employee will feel comfortable with, a success rather than a failure.) "It seems to me that the PDQ project was harder than we expected. What's your perspective on that?" "I know this sort of thing is hard to do. Start wherever you like. I'm eager to hear what these past six months have been like from your point of view." If the employee dwells on one aspect of the self-appraisal you might say: "I can see that these reports presented you with some real challenges. (Summarize what the employee has been saying.) Let's go on now to..." "Let's write down this problem so we can talk about its solution later. But now, let's go on to ..." "I'm glad you enjoyed working on ABC, Sue. How did DEF go?" PERFORMANCE APPRAISAL SCENARIOS: If employee "passes the buck": "You feel that Richard was really responsible for this problem, Bob, but was there anything you could have done to work around the problem?" "I know how hard it is to control work when so many factors are involved. What can you do in the future that will ensure that this won't happen again?" If the employee presses to know the salary or promotion implications of the appraisal: "I know how important this next raise (or promotion) is to you, Patsy, but this is something I won't decide until after we complete this assessment. Right now let's concentrate on what you've accomplished and what your plan should be for the next period." Copyright AE Schwartz & Associates All rights reserved. For additional presentation materials and resources: ReadySetPresent and for a Free listing as a Trainer, Consultant, Speaker, Vendor/Organization: TrainingConsortium CEO, A.E. Schwartz & Associates, Boston, MA., a comprehensive organization which offers over 40 skills based management training programs. Mr. Schwartz conducts over 150 programs annually for clients in industry, research, technology, government, Fortune 100/500 companies, and nonprofit organizations worldwide. He is often found at conferences as a key note presenter and/or facilitator. His style is fast-paced, participatory, practical, and humorous. He has authored over 65 books and products, and taught/lectured at over a dozen colleges and universities throughout the United States.
Google News - Top Stories
|
|
|
|
RELATED ARTICLES
Results of Poor Cross Cultural Awareness Results of Poor Cross Cultural Awareness. Having a poor understanding of the influence of cross cultural differences in areas such as management, PR, advertising and negotiations can eventually lead to blunders that can have damaging consequences. Minimising Conflict With Effective Communication Let's look at them... Definition of 'Conflict' Selecting a Business Broker or Intermediary to Help You Sell Your Business As crazy as it seems, some people spend more time choosing a coffee machine than they do selecting the business broker or intermediary that will sell their business. This can be a fatal mistake that can cost time, money, and sometimes the ability to sell the business at all. Implementation the Catalyst of Change for Management to Reach that Next Level of Success From the personal and professional experiences of other colleagues and myself, one of the more critical success factors for management is implementation. Through my observations, I have discovered that people and organization spend a great deal of resources including time, dollars and the cumulative total of the energy generated from these efforts to create business or strategic plans. Yet, these very same costly plans languish in a manager's desk drawer or on an executive's shelf. The incredible inspiration power within these plans lay untouched because few individuals understand how to implement the plan. Knowledge Management - Creating a Sustainable Yellow Pages System How can I "know who knows" None of us can personally know more than around 250 people, yet we want our companies to be smart, learning organisations where it's easy to find the right person to talk to. This is why many organisations create "yellow pages" applications, which enable employees to find and contact other staff with particular expertise and skills. However, these systems can be fraught with difficulty in their implementation, and often end up as out-of-date, glorified intranet telephone directories. This article, drawn from a best-selling knowledge management fieldbook by its author, identifies ten key steps involved in creating and sustaining a successful, employee-owned yellow pages system. Sweet Parting Of Ways Why settle for bad feelings when your employee leaves the firm? Human resource managers can help to sweeten the occasion during the exit interview, and get valuable information to help the company in the new knowledge age. Appraisal Systems - Not Living Up to Their Objectives Almost, if not all organisations have them, they've been around for a very long time and some organisations swear by them, however on the whole the average appraisal system fails to live up to the expectations of the organisation and often they can cause more trouble than they are worth. Employee Performance - If You Want the Best, Get Personal! This is a story about a man and three dogs.I walk a lot - usually for about half to three-quarters of an hour most mornings. I see a guy with two dogs quite a lot. We chat a little occasionally.Of the two dogs (I know I said three, so hold on a bit), one is a light brown lurcher and is quite friendly and the other is a beautiful black labrador. He is 'nippy' as my co-walker tells me, so I have been a bit careful of him, but I always try to stroke him too. Whilst I have always been cautious of dogs, I have always tried my best to make friends with them, wherever I have gone (and no, I don't have a dog, and yes, I probably would like one!)My friend has now gained a third dog - another black labrador; a bit younger than the other two. So as I'm walking down the road this morning, I see all four of them coming down the road towards me. I'm not sure which black labrador is which, so I try to pick out the 'nippy' one (he sometimes nips you, to clarify!).One of the black labradors seems to be 'smiling', the other not, if you get my drift. I guess right, say my 'hellos' safely, we pass pleasantries and I walk on. As I go on, I hear the man say to the nippy labrador, 'I've no biscuits left', as he is pestered.I'm a little sad for the dog. His master doesn't know why he is temperamental, but he is. It's also interesting that he's the first to pester for a biscuit.QuestionsWhy has the 'nippy' dog got a different temperament to the other two?How does this translate to us humans and more specifically, to you and people you work with?What can we learn from this and apply in our day to day business relationships?By considering the answers to each of these questions carefully and applying the thinking to the relationships we have with our people in the workplace, we will do much to leverage our people's performance. And forging the relationships, individualised; personalised, one-by-one with our people, we will get the very best from their individual talents. And, of course help our businesses grow. Prepare A Winning CV There is every chance that elements of this article may not be appropriate for everyone in every situation ? and that's precisely the point! Every situation is different. No two projects are the same. No two Curriculum Development Specialist roles are necessarily identical, but for name. Context, duration, region, sub-sector and many other factors are likely to create requirements that are unique, even when very similar. So a standard CV, or your most recent one with a date change is not necessarily the best one to submit ? and I would contend, never the way to approach submitting a CV within a project. Are You Measuring Something Meaningful? Avoiding inert measures that anaesthetise your performance management. Group Decision Making : Are the Decisions Really Made by the Group? GROUP DECISION-MAKING: Many managers feel they are well-versed in areas of group effort, such as problem-solving, goal-setting, and action planning. Frequently, however, the implementation of such techniques never seem to get beyond the initial stage. Often, this is because managers can not quite seem to understand that brainstorming or group decision-making requires comprehensive utilization of various processes. Managers may unknowingly find themselves perpetuating problems instead of solving them. Make Them GLAD Youre Their Boss Criticism has the power to do good when there is something that must be destroyed, dissolved or reduced, but it is capable only of harm when there is something to be built. --Carl Jung Innovation Management - idea selection and valuation issues Innovation is different and distinct from creativity in that it is idea selection, development and commercialisation as opposed to creativity, which is problem identification and idea generation. The core issue with innovation management is, therefore, how to select those ideas that are most likely to succeed? Tales from the Corporate Frontlines: Improving Workplace Safety This article relates to the Safety and Working Environment competency and explores how your employees feel with regard to their physical and environmental working conditions, the quality of their equipment and tools, and overall attention to safety within the workplace. Every organization is responsible for ensuring the health and safety of their employees. An unsafe working environment can lead to accidents, lawsuits, and missed work. Such incidents can result in significant costs to your organization. The questions included in this competency will investigate whether your staff is satisfied with the organization's facilities, whether they believe business is being conducted in a safe manner, and if the tools and equipment provided are adequate to successfully and safely complete their jobs. Miracle Max On Market Breakthroughs Successful enterprise building requires seven elements. These are: Why Employee Satisfaction Surveys And Employee Exit Surveys Make Good Sense In a competitive world with the need for businesses to be more streamlined and productive a company can often find itself with a workforce working under pressure resulting in low moral and high staff turnover. The benefits of a company having a highly motivated workforce can be considerable and the two goals of having a workforce that is both motivated and productive should not be regarded as being mutually exclusive to one another. Hiring Productive Employees: A Checklist for Assessing Their Appeal The characteristics of job applicants have a strong influence on whether or not they get hired. Their characteristics also indicate the level of their productivity. If you are about to hire employees, consider the characteristics listed below in checklist form. The candidates who possess them are probably the ones who will be readily accepted by your staff. This acceptance plays an important role in the team-building process and the productivity of the staff. Lead to Succeed: The Seven Essential Steps to Work Leader Success In my book "You're In Charge?What Now?" I use a mnemonic to describe the seven essential steps to work leader success. The mnemonic is "L.E.A.D.E.R.S" and each of these letters represents an essential step. While I have simplified the elements of leadership into seven words, the essence of my message is that being an effective, peak-performance work leader is simple, but not easy. Developing Your Mission "The best Leader is one who knows how to pick good people to do what he or she wants done and self-restraint enough to keep from meddling with them while they do it." - Heidi Richards - Quick Tip - Effective Meetings Have SMART Goals The first step in planning an agenda is to identify the goals for the meeting. Properly done, goals have five S M A R T characteristics. They are:
|
|
|
|
|
