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Delivering an Effective Performance Review - Rebecca Knight

Delivering an Effective Performance Review - Rebecca Knight
It’s performance review season, and you know the drill. Drag each of your direct reports into a conference room for a one-on-one, hand them an official-looking document, and then start in with the same, tired conversation. Say some positive things about what the employee is good at, then some unpleasant things about what he’s not good at, and end — wearing your most solicitous grin — with some more strokes of his ego. The result: a mixed message that leaves even your best employees feeling disappointed. But if you take the right approach, appraisals are an excellent opportunity to reinforce solid performers and redirect the poor ones. What the Experts Say For many employees, a face-to-face performance review is the most stressful work conversation they’ll have all year. Set expectations early The performance review doesn’t start with a sit-down in the spare conference room. Hold your ground The hot button issues associated with performance reviews are money and rank. Do Don’t

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Ditch Performance Reviews? How About Learn to do Them Well? - Maxim Sytch and D.Scott DeRue by Maxim Sytch and D.Scott DeRue | 10:23 AM June 22, 2010 Few activities in a workplace polarize like performance reviews. Some see them as subjective and ungrounded, one-sided and boss-dominated and something we should do away with entirely, an opinion put forth most recently in a Wall Street Journal article. HR Diplomacy 101: How to Break Bad News in an Employee Performance Evaluation - Hcareers If most personnel managers could have it their way, every employee performance evaluation would be chock-full of “excellents” and “outstandings,” five-star ratings, and glowing feedback. Unfortunately, in the real world, it doesn’t always work out like that. The law of averages dictates that most of the workers you evaluate will fall somewhere in the middle of the performance spectrum, demonstrating a mixed bag of successes and failures, achievements and challenges. Inevitably, though, a few outliers will fall below the curve. In those cases, it falls to you to deliver what no personnel manager likes to think about: a negative performance evaluation. Let’s face it -- no one really relishes being the bearer of bad news.

The Secret Ingredient in GE’s Talent-Review System - Raghu Krishnamoorthy by Raghu Krishnamoorthy | 10:00 AM April 17, 2014 GE is often highlighted as an organization that develops some of the most effective leaders. Most companies have a version of the talent-review system we use at GE. But judging from what I hear from managers of companies that visit us to benchmark our system, the difference between our approach and theirs does not lie in forms, rankings, tools, or technologies.

Constructive Criticism: How to Give Negative Feedback Praising good performance is easy, but what about those times when someone on your team needs a kick in the butt more than a pat on the back? In that case, you'll need to give some negative feedback--and do it without demotivating or demoralizing the other person. This post explains exactly how to do this. Before we get started, though, it's important to remember that the goal of feedback is not to tell people what to do or how to do it. That's mistaking the process for the goal. Do You Make it Too Hard to Get Promoted? For those who lead companies, how difficult do you make it to promote someone? Is all the effort worth it to your managers, supervisors, and the person themself? Or are you practically posting an Exit sign for your most ambitious, talented workers, who will inevitably seek jobs elsewhere? Here are a couple of promotion practices that may be out of date and hindering your efforts to keep employees engaged, contributing, and moving up the ladder. Promotions happen only once a year. In corporate America, there's a long-standing practice of doling out promotions once a year at annual review time.

Truth or Consequences: How to Give Employee Feedback - Expert Advice Summary: If you want to improve employee performance through the use of performance appraisals or employee reviews, you must be able to provide employee feedback in a way that is non-threatening and helpful. Here's how. In the bestseller, Good to Great, Jim Collins discovered that, "the good-to-great companies continually refined the path to greatness with the brutal facts of reality."

The corporate kabuki of performance reviews Not exactly a state of mind anyone wants to have. But we don’t need neuroscience to tell us why the annual performance review song-and-dance is so universally reviled. We have our own reasons: the endless paperwork, the evaluation criteria so utterly unrelated to our jobs, and the simplistic and quota-driven ratings used to label the performance of otherwise complex, educated human beings.

A hard look at the soft side of performance – Strategy – CSCMP's Supply Chain Quarterly Strategy By Kate Vitasek and Tracy Maylett, Ed.D. | From the Quarter 4 2011 issue Supply chain scorecards typically focus on operational metrics. The Five Conversations Framework - From MindTools.com An Alternative Approach to Appraisals © iStockphotoRrrainbow Invigorate your performance reviews with good conversation. Imagine it's time for your team members' annual performance reviews. You're keen to use these productively and effectively, and you look forward to building stronger relationships with your people through them. In your mind's eye, a member of your team is sitting across from you.

Soft Skills List - 28 Skills to Working Smart I originally published this soft skills list in June 2011. I am honored to discover that more than 500,000 of you have since read my soft skills list and found it helpful. There are 28 soft skills essential to your career success. I wished I knew about many of these earlier in my career. I want to share them so I can empower you to work smart and achieve more. I look forward to your comments.

Recognizing Employees Is the Simplest Way to Improve Morale Recently I’ve been undergoing treatment for cancer, and have had access to a leading oncologist at a world-renowned medical center. At one point during a visit, we discussed how long she’s been practicing her specialty. She said she’s been at the same hospital for more than 40 years. Then I asked what her employers had given her to note that amazing milestone — four decades of saving lives! How to Develop Your Interpersonal Skills If you’ve been looking for a job recently or are hoping for a promotion, you’ve probably heard a lot about interpersonal skills. Defined as the skills that help a person interact with others, social skills are a must-have for anyone who wants to be successful in a position that requires them to interact with others. Since most jobs require this, they are required for almost every line of work.

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