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The one time you must give recognition is at the performance appraisal. Unfortunately, many supervisors hate to do it even though the process offers great benefits to both employees and the organization. These concepts may help your supervisors do the best job of it.
Yesterday’s Daily Advisor article discussed recognition and how important it is
By BLR Founder and CEO Bob Brady
Most companies consider the end-of-year performance appraisal the crucial one. But BLR’s CEO advances a different idea.
I experienced a “duh” moment a while attending the 6th Annual NY HR Week. Gary Koca, vice president of GRA, Inc., Silver Spring, Maryland, was speaking on the (ever-engaging) topic, “Performance
The performance appraisal process offers great benefits to both employees and the organization. These concepts may help your supervisors do the best job of it.
Yesterday’s Daily Advisor article listed a number of mistakes supervisors often make during performance appraisal meetings … things like discussing activities instead of results, getting
By BLR Founder and Publisher Bob Brady
BLR’s publisher on why he loves … and hates … doing performance appraisals.
Writing performance appraisals is something I love doing!
That’s because every time I struggle through one, I repeat the wisdom that I’ve heard again and again (and truly believe) that says, “Here’s a chance
Too often, managers avoid giving honest evaluations. Maybe they fear causing hurt feelings or maybe they don't know what to do, but the result is the same—a lost lawsuit. The solution? The two Cs—Clarify and Coach.
You know you should be coaching Terry, but you're busy, and Terry's doing OK. Well, OK is overstating it, but what a hassle to get someone
By BLR Founder and Publisher Bob Brady
While Bob takes a holiday week break, here's a chance for our thousands of new readers to peruse one of his best received past columns ... along with a way to get a copy of his wildly popular "Perfect Performance Appraisal Form" for your own use.
You’ve heard of surfers whose lives revolve around finding
By BLR Founder and Publisher Bob Brady
Last week’s column about our “perfect” performance appraisal form generated an unprecedented response. As I write this early in the week, I’ve received nearly 500 requests for a copy of the form, and they are still coming in. We have attempted to respond to everyone. If you asked for a copy and didn’t receive
In their new book, Emotional Intelligence 2.0, Travis Bradberry and Jean Greaves suggest 58% of performance is due to EQ, and they show you how to make it work.
Bradberry and Greaves are co-founders of TalentSmart®, a leading provider of emotional intelligence tests and training. Here are some of their recommendations for putting
Appraisers and appraisees alike complain about performance evaluations. They're a lot of work; they generate a lot of discomfort; and they don’t always produce a clear benefit. In today's issue, step-by-step recommendations from BLR's editors.
1. Get the Employee Started.
Set a meeting date, and give the employee his or her self-appraisal materials
By Jay ForteJust My E-pinion
We have all seen the Olympic gymnasts and American Idol contestants anxiously wait for scores from the judges. That’s feedback, and whether it is good or bad, we always want information about how we are doing.
Employees are no different. They need to know if they are making good decisions and how they are performing.