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...
by Dick Grote | Jun 5, 2011 | Performance Management
“Onboarding” is the most recent addition to a manager’s checklist of performance management activities. Only in the last few years has it been seen as a separate and specific activity. Paying attention to onboarding is a good thing. Originally, the process of...
by Dick Grote | Mar 12, 2010 | Performance Management
Tip #10 — Use, monitor and update the program. Audit the quality of appraisals, the extent to which the system is being used, and the extent to which the original objectives have been met. Demand 100 per cent uncomplaining compliance with deadlines and requirements....
by Dick Grote | Feb 19, 2010 | Performance Management
Tip #9 — Orient all appraisees. The program’s purposes and procedures must be explained in advance — enthusiastically — to everyone who will be affected by it. They need to understand that the purpose of performance appraisal is to benefit them. How does it benefit...
by Dick Grote | Feb 6, 2010 | Performance Management
Tip #8 — Train all appraisers. Performance appraisal requires a multitude of skills — behavioral observation and discrimination, goal-setting, developing people, confronting unacceptable performance, persuading, problem-solving, planning. Unless appraiser training is...
by Dick Grote | Jan 23, 2010 | Performance Management
Tip #7 — Demand that appraisals tell the truth. We all remember from our school days that some teachers were easy graders and some were tough. But allowing variable standards is unfair in an organization where a level playing field is mandatory. The easiest way to...