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 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: 1-Oct-2002 Hits: 151
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By Sandy Richardson
- (pdf) You are leading a business unit in a large financial institution and you want to break away from your competitors by
achieving exceptional business results now and in the future. You do your research on Performance Management
methodologies and, in an effort to achieve your business performance objectives, you decide to adopt the Balanced
Scorecard as your new approach. While you have concluded that the Balanced Scorecard is truly the best option
for success for your business unit, it doesn’t hurt that another business unit in the company implemented their own
balanced scorecard, including an in-house, customized system application, the previous year.
(Added: 26-Mar-2003 Hits: 59
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By Keith Lake
- With new technologies, federal legislation and deepening competitive pressures, the financial
services environment demands increasingly creative and intelligent players to deliver top-line
solutions responsive to evolving consumer needs.
(Added: 28-May-2003 Hits: 47
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By NA
- We would like to build the field of Organization Development into a profession. And, we would like to build a worldwide network of O.D. people and O.D. networks to help with that. Abraham Flexner defined the criteria for becoming a profession back in the 1920's.
(Added: 16-Oct-2002 Hits: 48
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