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Don't you think it's time to start thinking differently about employee performance so you can actually IMPROVE performance?
It's about time. Don't miss these unique learning tools on performance.
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Stop The Wasted Time and Discomfort of Performance Appraisals
Stop the discomfort of appraisals and the sense they are a waste of time. Use them to boost job productivity, and create engaged employees who require less supervision.
Can't wait to do performance appraisals this year? No, of course not. Nobody does, managers or employees. Take a second to think about why you don't like them.
I've worked with thousands of managers and human resources folks on fixing performance appraisal systems, and I've seen the same patterns emerge.
The reason why managers and employees hate performance appraisals is that they are a waste of time, and often insulting.
It doesn't have to be that way. Performance appraisals fail because the process most organizations (and managers use) is flawed, and outdated.
Most of Us Have Never Seen Performance Appraisal/Management Done Properly
How can managers, employees and HR staff work at performance appraisal/management if they've never seen it done properly? They can't. The solution, though, is to teach all of the players how they can make performance appraisal, and performance management work.
Quickly Learn What You Need to Know...
The helpcards on this page are based on Robert Bacal's acclaimed books on performance management, published by McGraw-Hill, summarize the key issues and points to get you on track to doing things right.
If you follow the system, and embed performance appraisal within a comprehensive approach to manage employee performance you will have:
- more engaged employees all year long
- less need to micro manage during the year since employees will be able to self-correct
- less time spent in the appraisal meetings and more comfort for everyone
- reduced impact of problem employees or lower performing staff via proper management
- a platform to develop employees, and decide who needs what for job performance
As always, these are designed for busy learners with little time. Since it's hard for busy people to find the time to read 200 page books, Robert created the job aids and tools listed on this page to help managers, HR staff, and employees understand and use the performance management process so everyone succeeds.
Performance Appraisal For Managers Helpcard  Get it now
Provides the basics for understand the difference between performance appraisal and performance management, and outlines the complete set of steps to follow. Excellent starting point. More...
It's one of the key steps that's often lost - performance planning and goals setting. This essential step aims and focuses the employee, helps improve motivation and engagement and creates common ground for the appraisal process. We teach you to do it. More...
Progressive Discipline For Addressing Performance Problems Get it now and deal with the tough situations
One of the worst things managers do is wait too long to address performance problems and issues. The delay usually results in the escalation of a minor problem to a major one where everyone loses. It's understandable. Dealing with performance problems creates discomfort. This job aid teaches you how to tackle problems early and easily, and takes the pain out of "discipline". More...
You can't improve performance or address performance problems properly unless you first understand what is causing them. This helpcard walks you through the process so you do it completely, accurately and end up with information about what actions to take to improve performance. More...
Getting The Most From Performance Appraisals For Employees Helpcard Get it now - Get employees active
Performance appraisals work best when the employee is an active participant, since often it's the employee who can diagnose and formulate solutions to performance challenges, problems and barriers. This unique helpcard is written for employees, to help them understand the why's, hows, and benefits of engaging actively in the performance management and appraisal process. A unique approach to making employee reviews less painful. More...
Performance management done properly operates as a system, with a number of inter-related parts. Each part needs to be carried out at the right time. If you miss something, the value of performance management and performance appraisals is often lost. Here, we outline the steps in a checklist format that you can use with each of your employees. More...
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