Tips, Hints And Advice: How To Get The Most From Employee Reviews and Performance ManagementSoftware, Technology, and Managing Performance: A Good Match?

By na - Training managers to perform effective and consistent evaluations is essential, since both managers and employees often are uncomfortable discussing performance. The training should include warning supervisors to refrain from the following eight common errors that can distort and even invalidate the evaluation process Viewed 1740 Times )

By Robert Bacal - Many managers stop doing performance management and employee reviews when salary is no longer tied to the results. Bad idea. Here's why. Viewed 1231 Times )

By Russ Banham - EXCELLENT take on performance appraisals, and what executives can do to make it work, complete with some references and corporate examples. Worth reading. Viewed 561 Times )

By Dennis E. Coates - A large, exclusive retirement community began using performance appraisal several years ago. Although the completed appraisals are kept on file, their only practical use has been to determine the amount of an employee's salary increase. The problem is that managers are given quotas for the increases, so they award ratings more to justify the increases than to record an evaluation of performance. Consequently, many employees complain that their evaluations are inaccurate and unfair. Every year this process stirs feelings of stress, anger and distrust that linger for months. Viewed 895 Times )

By Robert Bacal - Managers are often concerned that employees asked to self evaluate or self appraise their performance will tend to be more lenient, or evaluate themselves in an artificially positive way. It's a realistic fear but it's often not true. Learn why. Viewed 1348 Times )

By Robert Bacal - Many managers stop doing appraisals when pay is no longer dependent on them. If you are an employee, should you worry about that? Here's the answer. Viewed 1836 Times )

By na - The best performance reviews let managers and employees communicate -- share ideas, opinions, and information. Unfortunately, most traditional reviews put managers into the position of uncomfortable judges, ostensibly telling employees how their work either fit the bill -- or didn't. Possibly because of this, most traditional reviews are no better than the manager's off-the-cuff judgements, and some may be illegal. Because of these problems, new types of reviews are coming into play. Most require that evaluations be done not for raises, promotions, or bonusses, but for growth, development, and communication. The most important aspect in every case is communication between the employee and other people, instead of one-way communication, for higher performance. Viewed 2745 Times )

By Andre Lavoie - Editor Pick: Addresses some issues often missed: failure to meet employee needs, incomplete measurements and the need for diverse reward structures so they can be customized for employees Viewed 367 Times )

By Kathy Gurchiek - Excellent article that gets to some of the problems with the mindset of how we look at performance management and employee reviews that undermines their usefulness. Ties performance management into employee engagement. Viewed 624 Times )

By Tony Morgan - A couple of nuggets here on why evaluations may not be working, but this is too simple to get us too far, sadly. Viewed 668 Times )

By TGCI - Ten part article (parts are short) focusing on how to use employee evaluation techniques in non-profit organizations. Useful stuff! Viewed 2020 Times )

By na - Fairly short suggestions on conducting the performance review meeting, starting with greeting, summary, and going through strengths, weaknesses, feedback, salary and closing. Viewed 3890 Times )

By Steve A. Watson - Performance appraisals and reviews work best when employees take them seriously and participate actively. Learn how to motivate your employees to be full participants in the process and work as partners. Viewed 1531 Times )

By Jeff Haden - Introduces the idea of "counter-factual" thinking" as an explanation of why performance reviews don't seem to have much impact on behavior. Viewed 606 Times )

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