Performance management, performance appraisals and employee reviews are amongst the most misused tools in companies. It's possible for appraisals and employee reviews to be valuable if done properly, and if they are focused on IMPROVING performance, not blaming. Learn how to use performance management techniques so they help everyone succeed.
360 degree feedback can be a valuable tool for improving performance but it's not without its hazards and pitfalls. Learn about 360 degree feedback, and how to make them work.
A new approach to strategic management was developed in the early 1990's by Drs. Robert Kaplan (Harvard Business School) and David Norton. They named this system the 'balanced scorecard'. Recognizing some of the weaknesses and vagueness of previous management approaches, the balanced scorecard approach provides a clear prescription as to what companies should measure in order to 'balance' the financial perspective. Learn more here.
Despite what you may have read, ranking employees during performance appraisals is unfair, and worse, has the potential to damage productivity, and yield bad decisions. Find out why.
Forms don't make performance management and appraisal work. People do. But we use forms to summarize appraisals and document performance. Find sample and example free appraisal forms in this section to customize.
Learn more about rewarding employees for good work here, and how to link performance management with various kinds of rewards. Not all rewards need to be expensive.
Looking for books to help you design, implement and carry out performance management and appraisal? Performance consultant Robert Bacal gives his suggestions.
By Robert Bacal
- Join us (owners of this site) at our new forum site. Bulletin board discussion allows you to ask performance management questions and receive answers online, or help others with their questions. A work911 initiative. Participants eligible for on topic books and products.
(Added: 12-May-2002 Hits: 162
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By Robert Bacal
- Bi-directional performance management recognizes that for performance to improve, both manager and employee must receive feedback on how well they are fulfilling their obligations to the organization and to each other
(Added: 14-Nov-2000 Hits: 109
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By David Zatz, Ph.D., Toolpack Consulting
- Review of alternative methods of reviewing performance, such as peer feedback, 360 degree, etc. How to use alternative systems to best advantage.
(Added: 26-Mar-2002 Hits: 105
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By Robert Bacal
- Find out how ranking employees is a costly process that actually damages productivity, and why it should never be used in performance appraisal
(Added: 10-Mar-2001 Hits: 173
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By Mary Riley
- Ever wonder why nothing changes after a performance review? The individual continues to produce below standard. Work output is low and the quality of the work is poor. Sometimes the problem is not a matter of attitude or training. Rather, it is just a matter of poor communication. Neither employee nor supervisor knows what the other truly wants, for neither has shared that information with the other.
(Added: 25-Mar-2002 Hits: 96
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