Performance Management - The Puzzle Pieces Explained

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One of the biggest misconceptions about performance APPRAISALS is that it will improve workplace performance on its own. It doesn't. It only "works" to reach the goals of the organization if it is part of a complete performance management SYSTEM.

Simply put appraisals only work as part of a complete performance management system.

To provide you with an understanding of how all the puzzle pieces fit together to create a powerful system to improve workplace productivity, and improve employee engagement, we have separate explanations of each part of the system.

If you would like a summary of each of the components, we've created some performance management "Learnbytes" to help you execute each of the important parts.


Meet Mike and Jessica - One Going To Performance Review Hell. The Other, Not

A case study that contrasts two methods of doing employee reviews; one works, one doesn't.

Performance Planning - The Building Foundation For Effective Performance Reviews

When you develop a shared understanding (manager and employee) about how the employee can and is expected to contribute, the whole process of improving performance becomes easy. Here's how.

Ongoing Communication Through The Year The Key To Removing Discomfort From Reviews

The rule with performance reviews is that there should never be any surprises when employee and manager sit down to do a yearly (or any frequency) review. How? It's ongoing communication all year long, and you'd be surprised how little time it takes.

Observing and Documenting Employee Performance

Sometimes it's important to observe first hand, either the job performance, or the results created by an employee, and keep track of what's working and what's not. After all, you need to know what's going on to fix issues.

Observing and Documenting Employee Performance Need Not Be Time Consuming

Coming Soon - More Components

The Review Meeting

Relying on the review meeting for anything more than a sum up of performance is a mistake. By the time you get to it (if you only do it once a year) it's too late to work to fix the problem.

Diagnosing Performance Problems

You'd be amazed how often managers actually mis-diagnose the reasons why an employee may be performing at a level less than desirable. Mostly, it's because a lot of managers don't understand the realities of workplace performance. Once you know it, you'll "get it".

Disciplinary Process - How That's Misunderstood

 


About Company

Bacal & Associates was founded in 1992 by consultant and book author, Robert Bacal. Robert's books on performance management and reviews have been published by McGraw-Hill. He is available for consultation, training and keynote speaking on performance and management at work.

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We Believe

  • Performance management and appraisal MUST be a partnership between manager and employee where BOTH benefit.
  • Performance management can be the lever for improved employee engagement.
  • The review process is the LEAST important part of performance management
  • If managers aren't managing employee performance, why are they there?

Get in Touch

  • Phone:
    (613) 764-0241
  • Email: ceo@work911.com
  • Address:

  • Bacal & Associates
  • 722 St. Isidore Rd.
  • Casselman
  • Ontario
  • Canada, K0A 1M0