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...
by Dick Grote | Jan 8, 2010 | Performance Management
Tip #6 — Assure on-going communication. Circulate drafts and invite users to make recommendations. Keep the development process visible through announcements and house organ bulletins. Use surveys, float trial balloons, request suggestions. Never lose sight of the...
by Dick Grote | Dec 18, 2009 | Performance Improvement, Performance Management
For the past few weeks I’ve been posting my Ten Tips on how to create a terrific appraisal system. Now that the first five are up, I’m going to take a break for a week and share a question that recently popped up in my Inbox: Mr. Grote, I am writing to you to ask for...
by Dick Grote | Dec 4, 2009 | Performance Management
Tip #5 — Build your mission, vision, and values into the form. Performance appraisal is a means, not an end. The real objective of any performance management system is to make sure that the company’s strategic plan and vision and values are communicated and achieved....
by Dick Grote | Nov 20, 2009 | Performance Management
Tip #4 — Design the form first. The appraisal form is a lightning rod that will attract everyone’s attention. Design the form early and get lots of feedback on it. Don’t believe anybody who tells you that the form isn’t really important. They’re wrong. Human...