Archive for performanceevaluation SmartBlogs
People dread performance appraisal time; rehashing a laundry list of missteps and shortcomings from the year is hardly a good time in anyone’s books. As managers, we know that frequent, in-the-moment feedback is more motivational, more effective and even more pleasant for our employees, but it’s a difficult habit to get into. It’s hard to make ourselves seize those opportunities, and even harder to be ready with the right wording, on the spot.[…] Continue Reading »
The annual performance appraisal might be among the most reviled of time-honored workplace traditions. And it makes sense.
Managers must invest countless hours in a process that endeavors to boil a year’s worth of a human being’s contribution down to a series of check boxes, numeric ratings, and bulleted highlights. Employees — those human beings whose contributions are being over-simplified — may look forward to a chance to discuss their performance (since those conversations generally happen infrequently) but often leave feeling empty, demoralized, and undervalued.[…] Continue Reading »
Evaluations. Performance conversations. Employee reviews. Whatever they are called, this month is a time where millions of employees are assessed for what they’ve done, with paperwork and meetings attached.
In many workplaces, they are formalities, and sometimes actual conversations that set a direction for the coming year (or quarter). But in some companies, such as the Jack Welch-era General Electric, Microsoft until recently and now Yahoo, evaluations take some form of ranking, with real consequences for those unlucky enough to be tagged deficient.[…] Continue Reading »
The following answers are provided by the Young Entrepreneur Council, an invite-only organization comprised of the world’s most promising young entrepreneurs. The YEC recently launched #StartupLab, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses via live video chats, an expert content library and e-mail lessons. Read previous SmartBlogs posts by YEC.[…] Continue Reading »
I once had a coaching client confide to me that professional development just “wasn’t his thing.” His point: some people don’t see the value in the extra effort required for formalized self-improvement activities at work. This individual was a highly educated, hard-working and effective professional; I wouldn’t characterize him as a slacker.
As you might imagine, he isn’t a big fan of individual development plans, or IDPs.[…] Continue Reading »