by Dick Grote | Sep 18, 2014 | Forced Ranking
First, we all need to forget about 360-degree feedback, at least for performance-appraisal purposes. Certainly, 360-degree feedback may have a place—a minor place—in helping people get a better understanding of their development needs. But it has no place in...
by Dick Grote | Sep 18, 2014 | Uncategorized
After 30 years of consulting, I thought I had run across every question regarding performance management. But a client recently came up with an intriguing query that I hadn’t encountered before. Bob wrote: Sometimes it happens in our business that a management...
by Dick Grote | Sep 11, 2011 | Performance Management
There’s a bogus belief that gets in managers’ way when they evaluate performance. That myth says that in order for an appraisal to be objective, assessors must have quantifiable metrics to support their assessment judgment. That’s just not true. What is a performance...
by Dick Grote | Jul 11, 2011 | Performance Management
Asking an employee to write a self-appraisal using the company’s appraisal form is a common performance management practice. It’s a deceptively attractive technique. An employee’s self-appraisal and rating should give the manager valuable data on the quality of an...
by Dick Grote | Jul 6, 2011 | Performance Management
In many smaller organizations – and even some larger ones, too – there’s no formal compensation policy. There may not even be an HR professional available to consult on merit increases and other pay issues. In these companies, managers are likely to encounter direct...
