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Do Your Goals Get Away From You?
Use these three recommendations about performance-related goals to help establish clear expectations and improve employee performance.
It's Not My Father's Workplace Anymore
Managing in today's workplace can create a major challenge because of the integration of multiple generations. Here are some insights and helpful tips to help better manage your employees.
Creating Momentum
Here are some useful questions to ask yourself and your team to help build momentum. Providing vision and an energetic workplace is vital for employee performance.
Read My Mind
Setting clear expectations is an important part in performance management. Try using a few of these tips to ensure that employees understand the expectations against which their performance will be evaluated.
End of the Year Performance Evaluations
Performance evaluations can often be difficult because supervisors fail to follow three basic rules. Do you know the rules?
Setting Performance Goals
Use these tips to help develop goals and expectations that are supported and embraced by employees. Remember, goals and expectations should be set with employees and not for them.
Conducting Performance-related Discussions
When an employee's performance is not meeting your expectations it must be addressed immediately. Before discussing the employee's performance, ask yourself these few critical questions.
Performance Documentation
Maintaining complete and legally defensible performance documentation is the first step to performance evaluations. Use these examples to maintain appropriate employee files.
Involving Employees in Performance Management
Here are some ways to encourage communication and trust between you and your employees.
Finding Time to Manage Performance
Performance management must be a constant concern in order for employees to receive the feedback and tools they need to ensure high performance. Use these tips for making performance management a high priority.
Conducting Mid-Year Performance Evaluations
Good performance starts with persistent performance management. Try a few of these ideas to ensure that your employees are getting frequent and clear performance feedback.
Focus on Employee Behaviors to Get Results
Effective supervisors discuss employee performance in behavioral terms, rather than mentioning attitudes. Here are some examples of various behaviors and attitudes to be aware of.
Performance Management is about the Conversation
Have you ever avoided a conversation with an employee about something because you were uncomfortable about bringing it up? Remember to use these tips next time you see an employee behavior that needs to be changed.
Hitting for the Cycle as a Performance Manager
Using the steps in the performance management cycle leads to higher levels of performance from employees. The performance management process must be followed in order to have effective management. Are you using these steps in your process?
Talk about Rating Differences
Speak with your employees about upcoming performance evaluations. Don't miss the opportunity to communicate your expectations and discuss performance ratings. As a supervisor, you must help the employee understand the subtle differences in the rating categories. Dialogue between supervisor and employee is vital and must be an important part of the process if the performance evaluation tool is to be used effectively.
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