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HOME - An Alternative To The Traditional Annual Performance Review: The Hooper-Bacal Model
- Workplace Bullying As A Performance Issue
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- Understanding Employee Performance
- Managing And Evaluating Job Performance As A Management System
- Understanding The Complex and Startling World of What Determines Employee Productivity
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- Your Guide To Performance Management Methods - From Ratings To Rankings, Critical Incidents, and 360 Multi-Rater Feedback
Performance Tutorials
About Us and Performance Management Services
Just a little about us as it pertains to improving performance management and the review process.
In the late eighties, and hired as a organization and staff development consultant for the Manitoba government, I was tasked with the redesign of the training and consulting services related to performance management. Thus, I started on the path to helping organizations improve in these areas. I was also involved in the development of a performance management policy for the entire government, and was the lead in revamping the management process in one of the largest government departments.
When I left government to start my own practice, one of my first books was entitled "Why Performance Management Fails", and shortly after, I was invited to write and publish Performance Management - A Briefcase Book, published by McGraw-Hill in 1998. Other related book offers followed.
Informed By Reality
It's an unfortunate fact, borne out by research, that senior executives often believe their performance management systems work well, and often managers believe the same things. When you talk to their employees, however, a different picture starts to emerge, one not very rosy.
I've been fortunate enough to get input and feedback from thousands of employees at all levels of organizations, and these opportunities have helped me get a grasp of what works and what doesn't that reflects the entire reality, and not just reality from one particular part of the organization (i.e. executives, or mid managers).
Informed By Successful Managers
I've also had the rare opportunity to be managed by excellent managers who actually used performance management successfully. It's hard to figure out what works unless you have models based on real successes. So, what I do is based largely on the successful managers.
There's More, So Email Or Call
I've had a long career (or number of careers), and there's much more to tell about my time in research, as a professor, and my other work focusing on communication and conflict, so if you would like more information feel free to email your questions to ceo@work911.com or call at (613) 764-0241.