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...
by Dick Grote | Jun 26, 2009 | Uncategorized
A lot of people think that getting middle rating in their company’s performance appraisal system is the same as getting a C in school. That’s a bad analogy. Here’s why comparing an organization’s 5-level rating scale to the A-B-C-D-F grading system used in schools is...
by Dick Grote | Jun 10, 2009 | Performance Appraisal, Performance Management
Some people believe that the only reason we do performance appraisal is for compensation purposes, to justify Sally’s 3% increase. Of course we use performance appraisal to make good decisions about compensation — if you believe in pay-for-performance, you have to...
by Dick Grote | May 22, 2009 | Performance Management
One of the most basic causes of performance appraisal failure is that so few people understand just what a performance appraisal is. Listen up: A performance appraisal is a formal record of a manager’s opinion of the quality of an employee’s work. The operant word...
by Dick Grote | May 2, 2009 | Performance Management
I used to think that asking employees to create self-appraisals was a great idea. I used to encourage organizations to make self-appraisal a regular component of their performance management processes. But in the last few years, I’ve changed my mind. Why? The infinite...
by Dick Grote | Apr 23, 2009 | Uncategorized
Probably the toughest call that managers have to make is how to rate the individual whose performance all year has been fully satisfactory, where there are no important deficiencies that have to be worked on, and where the person has made some contributions that are...
by Dick Grote | Apr 9, 2009 | Forced Ranking, Performance Management
Like many web sites, our Grote Consulting Corporation website invites browsers to send in questions. I love getting questions: It’s a great way to find out what’s on people’s minds so I can cover the issue that’s been raised in my writings on performance management or...
by Dick Grote | Mar 25, 2009 | Performance Management
KIPP is the network of public charter schools that stands at the vanguard of America’s burgeoning education-reform movement. The acronym means, “Knowledge is Power Program”; the motto is “Work Hard. Be Nice.” That’s also the title of an important new book, by...
by Dick Grote | Jan 15, 2009 | Performance Management
I remember being in the audience listening to a speech about leadership by Jack Welch, acknowledged to be one of America’s toughest bosses. There were about 600 of us in the audience. At one point Jack looked into the crowd and said, “I want to ask you two questions....
