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work performance Tagged Articles



Lesson #5: Know When to Get Help
“If you’re building an organization, you quickly realize that you can’t do it alone,” says Schultz. “You’ll build a much stronger company if you can find a colleague you trust absolutely, someone who brings different strengths to the mix but who still shares your values.”
Giving feedback on performance
This article describes the importance of giving feedback for work performance
Improve Workflow at Your Practice with Electronic Medical Records
EMR can help the employees at your practice by increasing overall efficiency.
Five Keys to Controlling Time
Controlling time seems to be a continuous challenge for all of us, how can we get more control and enjoy the day and life more. Here are a few ideas that work.

Success Strategies for Tough Times
There’s just no getting around it. Times are tough. Yet there is opportunity for growth in the midst of these economic hard times. While it might go against intuition, success in difficult times calls for holding true to basic tenets of effective behavior. With the proper attitude and approach, you can indeed thrive in the midst of uncertainty. Here's how...
The One Thing You Need to Know about Team Motivation
This article reveals how to get the best out of each team member by concentrating on human interactions
Back to School Pt. 3: Work & Parenting...Can They Coexist Harmoniously?
Part 3 of our Back to School miniseries gives us a look at how a career and parenting can live together. We see that if parenting and a career are fighting for the same allotment of time, the consequences are nothing short of quite costly. Here are some tips on how to alleviate that stress from life, and how to make this tricky relationship between career and parenting work, and work well.
One more time how do we motivate people?
How to motivate people? The hoary old chestnut that never seems to be resolved and on which is written so much I am wary of contributing to the confusions and misinformation. It is not really possible to ‘motivate’ someone rather you offer them reasons why they could or should motivate themselves. It does sound a little obvious since each person has select and very exclusive to their own mind and feelings. The term ‘motivation’ in business often means something like: Get people performing better than they are now. That may or may not involve ‘motivation’, but it is surprising the discussions that occur around the issue of ‘how to get them going?’
5 Easy Ways To Improve Your Work Efficiency
When it comes to having your own business, the unfortunate fact is that you are responsible for how well your business prospers. The future for your business is also determined by your overall work efficiency. If you have ever wondered why your business is not growing, even though you are working hard, then it is probably due to the efficiency of your business.
Boundaries and standards: why you need both in your business and how to set them
Why is it that some teenagers are good academically and never get into trouble whereas others are the opposite? Similarly, why is it that some employees go the extra mile and are worth their weight in gold, whereas others turn up late and perform poorly? It’s no coincidence that work performance goes hand in hand with conduct and I’ll explain why.
Human Resources : Constraints of growth-oriented enterprises
Human resources are very important for enterprise growth (see e.g. PAPA, 2000). This becomes increasingly important the higher up in the organization one gets.
4.2 Rights at work and development: Working Out of Poverty
A successful strategy for strengthening the governance of labour markets must recognize that they are different from other markets because they concern people. We all live in societies in which social status and self-esteem are strongly tied to both occupation and income.
The Balancing Act Part 3
Finding Balance between Work, Family, Friends, Self and Community in a Deadline Driven World is a tough task. How is it that some seem to find it easy whilst others seem to find it impossible. If it was as easy as a 1, 2, 3 step process, no-one would have the problem. You have read about the nature of Fear and Love and Warrior versus Victim in The Balancing Act Part 2. Now for the final chapter. Are you ready for the challenge? Read on...

Other work performance Related Articles

Do You Know and Plan For The 3Rs for Your Business
Everyone is familiar with the 3-R’s from school – reading, ‘riting and ‘rithmetic. This was our first introduction to an effective performance model. As proficiency increased in each R, performance was further enhanced. Effective performance models by their very design are a continuum that automatically raises performance to the next level.

Coaching, Counseling and Development
Counseling is generally considered corrective discipline for serious performance deficits, and can often be avoided with the use of effective coaching techniques. Staff development is a long-term process that´s focused on enhancing people´s strengths and preparing them for the next step on their career ladder. Coaching, on the other hand, is a "right-now" method that helps your sales consultants to improve the work they do today. Its main purpose is to close the gap between the performance standards you´ve set and their actual performance.

Managing Employees Performance
Measuring employee performance has come a long way from the annual performance appraisal to an on-going performance management process. In the past, managers and employees met once a year for the annual performance appraisal (review) to look back at the work done during the previous year and to evaluate what was accomplished. Human resources managers, managers/ supervisors and employees have come to realize that only looking back does little to improve performance. In recent years, there has been a shift away from performance appraisals to a more comprehensive approach called performance management.

Do you have the Midas touch?
How can your mind-set affect the way you are perceived at work? By reflecting on your self-worth can you change the attitude of others? I am called into work places on a frequent basis to help manage members of staff who do not respond well to feedback. Sharynn consistently grew defensive when her boss delivered negative feedback about her performance or attitude. She spent most of the day following a performance appraisal crying in the ladies’ loo. How can Sharynn develop strategies to overcome this, and to create positive comments about her attitude at work?

Managing Performance: How To Conduct A Performance Review Right
One of the most common questions we get asked is: "We need to do annual performance reviews. Do you have a performance review form that we could use?" While admirable that the need to conduct a performance review is recognized, the purpose is often lost in the frenzy of filling out forms, setting up meetings with employees, and sitting through awkward, contrived discussions with them about their performance. The performance review is about managing and improving performance. It should be a motivating, inspiring process conducted not just once a year, but on a regular basis. In this article, we'll discuss how to effectively manage performance and provide tips for how and when to conduct a proper performance review.
I Quit But Didn't Tell You
Most people initially begin their work tenures as engaged employees. They come to work, wanting to give 110 percent. They’re passionate about what they’re doing and want to become a significant part of the organization. But effectively selecting engaged employees is necessary but not sufficient to achieve Passionate Performance. Even the most engaged employee can have his passion for work diffused if his leader doesn’t know how to ignite Passionate Performance.

A Management Challenge: How to Enhance Average Performance
Average performers are usually an overlooked resource for increasing work quality and/or quantity. It is all too easy to pay attention only to performance extremes. Top performers have built-in rewards. Their performance at the top of the charts makes it easy to provide meaningful and specific feedback. Performance problems at the other end of the spectrum also demand attention. When performance is clearly below target, it is visible to almost everyone involved in the effort, and you have little choice but to try to make improvements.
Creating Emotionally Intelligent Teams
Teams are the most common business unit for high performance. Although the word gets used loosely and not always appropriately, there is universal acceptance that teams create opportunities for high performance results. A team's performance includes both individual results and collective work products, yielding sums greater than its parts. True teamwork promotes individual and collective performance. Effective teams value listening and communicating, sharing work responsibilities, provide support and can make work more social and enjoyable. Members are supportive of one another and recognize the interests and achievements of each other. When they are working the way they should, they are incredibly effective in achieving high performance results.
Managers Can Kill Employee Motivation
Are you working in an organization where managers know how to motivate employees? Do employees at your workplace believe they will be justly compensated for a good performance appraisal? I coach a number of managers who don't make the effort to know their employees and discover what motivates them to do their best work. Emotionally intelligent managers listen to their employees, and elicit feedback that will improve work place performance.

Change Checkpoints and Improvement Milestones
Many paths lead to higher performance. The high performance route is individual and unique for every person, team, and organization. There is no one or best way. What works for me, or anyone else, may not work for you. We can't follow someone else's path. We need to blaze our own trail.
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