by Dick Grote | Nov 6, 2009 | Performance Management
Tip #3 — Appoint an Implementation Team. Using a task force that is made up of appraisers and appraisees from different levels and functions in the organization builds user support and acceptance. The Implementation Team has two main jobs. One, developing the...
by Dick Grote | Oct 23, 2009 | Performance Management
Tip #2 — Establish the criteria for an ideal system. Consider the needs of the four stakeholder groups of any appraisal system: Appraisers who must evaluate performance; Appraisees whose performance is being assessed; Human Resources professionals who must administer...
by Dick Grote | Oct 9, 2009 | Performance Management
When organizations begin the process of creating a new performance management system, it helps to have a road map that that outlines the process from start to finish. These ten tips will help make sure that everything that needs to get done actually does get done,...
by Dick Grote | Aug 28, 2009 | Performance Management
For years I recommended that employees be asked to complete an appraisal of their own performance as part of the overall process. I recommended that they use the company’s appraisal form and assign themselves an appraisal rating. I felt that doing a...
by Dick Grote | Aug 7, 2009 | Performance Management
It’s important to get the employee’s input as part of the data collection process for writing a complete and objective performance appraisal. But asking the individual to use the company’s appraisal form to create a self-appraisal can present problems. Here’s a better...
by Dick Grote | Jul 20, 2009 | Performance Management
A performance appraisal is a record of a manager’s opinion about how well an individual has performed. But if you’re setting tough standards and have high expectations, the chances are good that not everyone on your team will agree with your opinion. Here’s a question...
