For most managers, conducting effective performance reviews is the most daunting part of their job. Don’t look on it with dread! Make your performance appraisals work for you, not against you with these tools: performance review examples, tips on writing employee reviews, sample performance reviews and employee evaluation forms.
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“Whole” leaders balance head, heart and guts, while “partial” leaders
lag in one or two qualities. Here’s a series of questions to determine
if you or your organization are balanced, along with adjustments you
Do you have an employee who is not working up to standard? Or one with poor work habits? Or one who hasn't shown real improvement for some time? While the causes of impaired performance are varied, there's a time-tested strategy for securing an ongoing commitment from employees to put in the effort to improve results.
Not content to write a one-paragraph mission statement for the lobby
wall, Michael Dell had his leadership team craft a document called “The
Soul of Dell.” It’s probably the longest statement of purpose an American corporation
has ever crafted, and it serves as an internal benchmark for operations.
You've heard it before, and it sounds really simple, but it often falls by the wayside in the everyday quest to get the job done. Recognition equals motivation—and it doesn't have anything to do with money.
Even the best employees have their misunderstandings and mistakes, and smart managers know that ignoring such natural events can turn them into team performance toxins. Here's how to maintain a healthy communication environment and get over any resistance to confront employees.
Issue: If an employee believes a boss's order is illegal, she can refuse to do it. And you can't punish her for that defiance.
Risk: You could run afoul of ...
Retaliating against employees for filing harassment complaints is an obvious no-no. But that doesn't mean employees automatically earn a "Do not touch" label ...
At first glance, the federal Age Discrimi-nation in Employment Act (ADEA) appears pretty straightforward: It protects people age 40 and older from employment discrimination based on their age. But the law isn’t as simple as it appears; it affects managers in everything from questions asked in job interviews to assigning job duties. Here’s a description […]
Issue: Sarbanes-Oxley's focus on HR requires you to do more to help your organization comply.
Benefit: Helping your organization meet SarbOx mandates enhances your role as a strategic partner.