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Performance Appraisals
All organizations should have formal performance appraisals. The following is a guide for a good appraisal system.
Feedback Say it Somehow
It’s January and I can’t help remembering it as a time of angst when I worked in Corporate America. This was the time that people were spending hours writing up their accomplishments for the previous year. Managers it seemed only remembered what happened in the last month or two. Evaluations were done on a year’s worth of work. If you wanted your manager to remember the many good things you did earlier in the year, he/she needed to be reminded!
Retention Of Your Best Employees
Good employees are hired through your most effective recruitment strategies and finding those employees takes time, effort and money. But once you have them, how do you hold on to them? Retention of the best employees is one of the largest challenges faced by many organizations today.

Is Your Bank Ready to Call Your Loan?
In today business economy, financing is more difficult than ever to obtain and banks are looking for ways to increase their liquidity by shedding some of their "problem" accounts. Here is an actual story of what happened to one business owner. It will give you insight into your own banking relationship.

Change Is Not a 4 Letter Word
Surviving and thriving in these turbulent times means we may need to do things differently or do different things. We need to change. Here are 6 ideas you can implement immediately to get the change you want and need.
Mistakes in Performance Management
We have worked with many organisations to fine tune their Performance Management systems. In doing so, we have seen many mistakes made, not through lack of effort but rather lack of experience in this area. This White Paper outlines some of the re-occurring mistakes we have seen over many years of practice in this area.

The Value Spectrum of Performance Management
The ‘Value Spectrum' is a term we use to describe how Managers and Executives should be positioning performance goals so that their employees can significantly improve organisation performance. The ‘Value Spectrum' is part of what an employee does that adds significant value to the organisation as opposed to doing things that need to be completed as part of their core duties. Core duties relate more to the position or job description document i.e. tasks the employee already executes to a high standard but which don't help transform the organisation as a whole.

360 Feedback in Performance
Organisations seeking options for enhancing the effectiveness of performance management are likely to find attraction in the use of 360 feedback as an input. Where performance management is used solely to determine a performance rating and reward outcome, the research does not endorse the use of 360 feedback. However, with a carefully considered approach, an effective linkage between 360 feedback and performance management can lead to the identification of more informed learning outcomes and developmental action plans.
If I procrastinated less I would ……….?
Procrastination is the scourge of getting things done and lacks courage because it’s often a way of avoiding things.

Other appraisals Related Articles

The #1 Guide to Performance Appraisals
Book Review Appraisals … Doing it Right! – By James E. Neal Jr., 145 pages, Neal Publications (NP) Inc., February

Who comes first in your business?
It’s important to provide feed back to your staff, and not just in formal appraisals. Remember that the appraisal system should never be used as a disciplinary process, but more as a way to develop the individual and to provide some coaching
Performance Appraisals
All organizations should have formal performance appraisals. The following is a guide for a good appraisal system.
Performance Appraisals: Critical Conversations
No one likes performance appraisals. Managers hate giving them. Employees hate receiving them and HR professionals hate policing the process. As one manager explained to me, doing a performance appraisal is similar to getting a root canal: both are painful; neither will kill you; but with a root canal, the trauma is over the next day. And yet, we continue to insist on doing appraisals hoping for different results.
Appraisals: Why They Should Be One Of The Most Important Tasks You Perform As A Manager
If your standard response to staff appraisals is to avoid them, then discover how they can make your life better in this article.
BOOK REVIEW: Abolishing Performance Appraisals: Why They Backfire And What To Do Instead (By Tom Coens & Mary Jenkins, Berrett-Koehler, 2000, ISBN #1-57675-076-0)
Abolishing Performance Appraisals boldly presents the skepticism shared by a growing number of managers, human resource professionals, consultants and researchers: appraisals don’t do what they are purported to do and they cause a lot of other damage in the meantime. As the authors make a strong case for getting rid of formal appraisals altogether, they also address obvious concerns around rewards, compensation, and documentation to support legal action. This is a provocative and convincing read. Prepare to have your paradigms poked.
360 Degree Appraisals
An overview on the 360 Degree Appraisals
A Guide for Employee Appraisals
Employee Appraisals are a very necessary part of a company's managment system. This guide will assist you in developing a system that helps the employee determine his value to the business.
Dampening Disappointments
Bouncing back from non-starters, disappointing results and criticism are part of our maturing process. Sure, these can hurt us emotionally yet they are bound to occur, at the most unexpected moments. These can be prevalent in performance appraisals, sales interviews, and business proposals.
Advice for Happier Performance Appraisals
Anxiety seems the most common emotion associated with Performance Appraisals – but it is possible to create a positive conversation even when the news is difficult.
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