Use the ‘one test’ process to evaluate employees — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
If you and an employee disagree about his work quality, strip away judgments and focus on measurable results. Arguing over subjective factors won’t solve anything. You’ll both insist you’re right, and that will spark antagonism and defensiveness.
Instead, institute a “one test” policy in which you invite your employees to devise an objective way to test their abilities or productivity. Example: If you’re unhappy with the slow pace of an employee’s research, ask that employee to design a test that monitors his progress. He may decide to track the number of calls he makes each week. Once you agree to this test, you can both let the results speak for themselves.
You’ve been promoted… so now what? No one is born knowing how to be a supervisor. And no other job can prepare you for this challenging assignment. Now, you not only have to worry about your performance, you have to worry about how others perform, too. The good news is you can quickly add the “secrets” of successful managers to your supervisory toolkit....Click here to find out more.