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TIME FOR BUDGETS BUT NO TIME FOR PERFORMANCE MANAGEMENT!
Make your performance management system work for you, or if you are still without one, implement one urgently. This means making it the driving force of your improvement plan for 2010. If you are like so many other businesses out there where by you have reduced your headcount but require more out of each member of the team now, follow this simple plan.

360 Degree Appraisals
An overview on the 360 Degree Appraisals

Other staff appraisals Related Articles

Stellar Supervision Enhances Company Productivity
Looking for a framework to use to provide stellar supervision for each of your staff members? Proactive, collaborative supervision is a key to enhancing each staff member's competencies, commitment and optimum personal productivity. It enhances staff loyalty and reduces turnover because staff members feel their career success is a top priority of their leader. Read on to discover the things you can do to help your staff members excel.
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
Coaching Careless Staff
Managing careless staff can be very frustrating for both the manager and the team particularly if the staff member appears not to care about how their performance is affecting others. Here is how you can use a coaching approach to get staff to focus on fixing the problem themselves.
Coaching Passive/Aggressive staff
If you have staff on your team who aren't responding to you it may be because they are getting some benefit from it. These staff are often called Passive Aggressive staff. They may seem quiet perhaps sullen but they can be quite manipulative and quietly aggressive in getting their own way. Here's how a coach might handle them.

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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