It’s a performance review, not an ambush. At Deeley Harley-Davidson Canada, the oft-dreaded performance review is seen as a good thing – from both sides. According to a yearly in-house survey, employees rate the company’s bi-annual performance reviews very highly. That’s mainly because Deeley’s, the exclusive Canadian distributor for Harley-Davidson and Buell motorcycles and parts, takes performance reviews seriously, not only as a measure of performance tied in with raises and promotions, but also as an important opportunity for employees to discuss their career paths.
“It’s formal because it’s a formalized process, but not necessarily tense,” says Mike Harwood, Deeley’s human resources director, from their Concord, Ont., office. “You set the right tone. The company, which has about 150 employees in offices and distribution facilities located in Concord, and Richmond, B.C., was named as one of Canada’s Top Employers for 2011.
There are four basic questions that they begin with at both their mid- and full-year reviews, Mr. Mr. Excellence in Management: 6 Strategies to Bring Out the Best in Other People. January 25, 2012 | Author: PM Hut | Filed under: Management Excellence in Management: 6 Strategies to Bring Out the Best in Other People By Rick A Conlow Abigail Adams wrote to Thomas Jefferson in 1790, “These are the hard times in which a genius would wish to live. Great necessities call forth great leaders.” These are also hard times in which managers of today face unprecedented challenges such as: Governmental budget deficits/cutbacksWorld political/economic instabilityEnergy issuesEnvironmental problemsShortage of skilled laborHigher taxesPrice competitionPolitical scandalsBusiness scandalsCulturally diverse work forcesTakeoversMergers and acquisitionsJob displacement due to technological advancesShrinking local marketsOverseas competitionWork ethic concerns Excellence in Management is in demand today although it is found in short supply.
Famed consultant Peter Drucker said, “Don’t worry about doing everything tight, just do the right things.” No comments yet. How To Start a Tough Conversation at Work. One of the questions I’m often asked is how to start a difficult or challenging conversation. It might be a sensitive topic, performance matter or personal issue. In my experience, managers often want to either: Tap dance around the topic with “small talk” – conversation about football, movies, pets, etc. and then launch into the coaching discussion.
This can send mixed messages to employees about why they are there. Finding the right words can be a challenge. To start meetings, conversations, and discussions. Now some of you might be saying…really?! I also found myself thinking of the new consultant trying to strike up conversations with potential clients at networking meetings. If you know someone who is looking for suggestions in the best way to start a conversation, this book could be valuable. I’d like to ask your permission to raise a sensitive subject.I have some things to say that I imagine will be hard to hear. InShare74. Delivering an Effective Performance Review - Rebecca Knight - Best Practices.
Get the Mentoring Equation Right - Whitney Johnson. By Whitney Johnson | 5:01 PM October 25, 2011 This post was co-authored with Bob Moesta. While it’s written from my perspective, he was central to the development of the idea. Bob is the Managing Partner of The Re-Wired Group in Detroit, an innovation incubator and consultancy specializing in demand-side innovation. An engineer, designer, serial entrepreneur, investor, and researcher, he has developed 1,000+ products/services and has collaborated with Clay Christensen at HBS for more than 15 years.
I used to be able to say “yes” to pretty much anyone who reached out to me for mentoring. As requests increase, however, and wonderfully so, I fear that I am going to overlook those with promise who don’t quite know how to package themselves. My quandary has led to a considered, lengthy discussion with Bob Moesta, a demand-side innovation expert, about how to decide whom to mentor.
Drive = How motivated is the mentee? The mentor side asks: Can I help and how much effort will it require? 3 Types of Mentoring You Should Offer - Management Tip of the Day - October 19, 2011. How to Manage a Perfectionist - Amy Gallo - Best Practices. By Amy Gallo | 12:13 PM October 19, 2011 Do you have a perfectionist on your team? The good news is that your direct report has high standards and a fine attention for detail. The bad news is that he fixates on every facet of a project and can’t set priorities. Can you harness these positive qualities without indulging the bad? Can you help him become less of a stickler? Yes and yes. What the Experts Say Many people claim to be perfectionists because they think it makes them look good. Appreciate the positives while recognizing the negatives Working with perfectionists can be frustrating. Give the right job Perfectionists are not a good fit for every job. Increase self-awareness Even in the right position, perfectionists can cause trouble — slowing progress or demoralizing colleagues.
Coach, if possible Not every perfectionist is coachable but it pays to try. Be careful with feedback Every employee needs feedback. Principles to Remember Do: Don’t: Kate also did some coaching. 3 Tips for Giving Praise that Motivates - Management Tip of the Day - December 1, 2009.