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Forced Ranking: Making Performance Management Work (Harvard Business School Press 2005)
Forced ranking may be the most controversial topic in management today. This tough-minded talent-management process assesses employee performance relative to peers rather than against predetermined goals. It’s a performance management tool that—when used right—has increased productivity, profitability, and shareholder value. By requiring managers to rigorously differentiate talent, forced ranking enables organizations to identify and retain their best talent, groom future leaders, and confront poor performers.

Stern’s Management Review

“, I highly recommend Forced Ranking to practitioners in human resources, as well as to CEOs and other organizational leaders at the senior and middle management levels. This book is a winner!”

Forced Ranking: Making Performance Management Work (Harvard Business School Press 2005)
Forced ranking may be the most controversial topic in management today. This tough-minded talent-management process assesses employee performance relative to peers rather than against predetermined goals. It’s a performance management tool that—when used right—has increased productivity, profitability, and shareholder value. By requiring managers to rigorously differentiate talent, forced ranking enables organizations to identify and retain their best talent, groom future leaders, and confront poor performers.

Stern’s Management Review

“n, I highly recommend Forced Ranking to practitioners in human resources, as well as to CEOs and other organizational leaders at the senior and middle management levels. This book is a winner!”

The Performance Appraisal Question and Answer Book (Amacom 2002)
The Performance Appraisal Question and Answer Book provides advice on all key issues involved in performance management. In an informal, conversational style, renowned performance appraisal expert Dick Grote answers more than 140 of the most common - and most difficult - questions about this powerful but misunderstood management technique.

City of Winston-Salem, NC

"An enlightening, practical, and valuable tool. Dick Grote has taken the sometime confusing and frightening problem of performance appraisal and provided effective approaches and answers that can be adapted to any organization. It is a MUST for the human resources professional's library."

William K. Hill
Human Resources Director

The Complete Guide to Performance Appraisal (Amacom 1996)
Dick Grote’s book, The Complete Guide to Performance Appraisal, is the most comprehensive resource on performance management available. It provides an objective assessment of the many performance appraisal methods available, tells you frank advice on what works and what flunks, and gives you insightful tips on how to get the most value from your current system.

Drake Beam Morin, Inc.

"If more organizations followed Grote’s good sense approach to performance feedback and development of employees, many individual careers would have different outcomes and those same organizations would reap much greater return on their human capital."

Carol Alspaugh Denton
Senior Vice President and
Managing Director

Discipline Without Punishment - Second Edition (Amacom 1995)
Dick Grote’s book, Discipline Without Punishment, became a management classic with its original publication in 1995. Now in a completely updated second edition, it provides a complete explanation of the philosophy and mechanics of the Discipline Without Punishment® performance improvement system, including the methods for implementing the system into any organization. It is valuable both to the human resources executive who wants to adopt a more effective discipline system and to operating managers and line supervisors who want to solve people problems quickly, confidently and permanently.

Viacom Corporation

"An invaluable resource for anyone supervising others. Provides how-to guidelines for preventing disciplinary problems, and clearly delineates, with examples, how one should take effective, fair and consistent action when required."

Charles M. Peck
Vice President
Marketing and Sales

 

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