This is the sixth of the blog posts based on the top ten most read Straight Talk Tips that go to my clients each month. The tips are free and you can sign up for them here
What makes a high performing team?
There is a lot of talk about high performing teams: but talk is cheap. Building [...]
A performance appraisal interview is, in many ways, far more important for an employee than it is for a manager. It is essential that you prepare for your performance appraisals carefully and handle them skilfully.
A good performance appraisal can enhance your reputation and accelerate or change the direction of your career. An interview that goes [...]
The majority of organizations today claim they have a performance appraisal system in place. The procedures and documentation are carefully designed and circulated every quarter or half year. Managers line up interviews with their staff. Sometimes people are asked to complete self assessments before their appraisal interviews.
Afterwards, the data is collected and analysed to identify [...]
One of the things that managers most dread about performance appraisals is the woman who breaks down in tears at the first hint of critical feedback.
The very best way to handle this problem is to avoid having it happen in the first place. There are two things you can try.
Prepare for the conversation by gathering [...]
One manager I’ve seen recently uses the all too familiar tell or authoritarian style with her team. She knows it all; what is wrong, who is at fault and exactly what they must do to fix it. She even knows what others think! In a meeting from which one of her people was absent, she [...]
Managing employee performance is all about managing inputs and outputs. That sounds easier that it is in practice.
It all seems to go wrong from the start – with agreement on outputs.
Jobs are created so that certain outputs will be delivered. If you deliver the output required by your job, you deserve to be rewarded. [...]
I’ve spent the last week talking about KPAs and competency frameworks with three different clients. Two have been with HR people who are trying to get acceptance for their performance appraisal processes. One has been with a line manager who is confused and frazzled by the whole thing.
Some things change. A lot of things stay [...]
That’s the question we would all like an honest answer to!
But how many of us feel that we get it; and how many of us as supervisors and managers can say that we truly and without exception, give our people honest answers?
Managers dread the annual performance appraisal interview. It’s time consuming. It can involve conflict. [...]