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Avoiding the Scams: How to Find a Business Opportunity That is Right for You
It is heartbreaking to me that so many women with big dreams get
knocked down by ruthless business opportunists who take
advantage of a woman's passion and trusting nature by offering
bogus business opportunities. Don't get me wrong, it happens...
Collaboration: 3 Keys to Keeping Your Documents from Getting Lost in the Shuffle
Collaboration: 3 Keys to Keeping Your Documents from Getting Lost in the Shuffle Often, collaborating documents in a team or in a business can feel like a complex sports play gone wrong. The ball gets passed off to the wrong person, dropped, or...
FINDING POTENTIAL WHOLESALE ACCOUNTS
FINDING POTENTIAL WHOLESALE ACCOUNTS By Darren Hendricks Every retail store is a potential user of specialty merchandise or gift items. That's a pretty broad statement, but it's true. And where some Wholesalers might make a mistake is to approach...
Make Sure You’re Holding The Right Cards
You have permission to publish this article electronically or in print, free of charge, as long as the bylines are included. A courtesy copy of your publication would be appreciated - send to: info@DebbieAllen.com Make Sure You’re Holding The...
MEN: IS YOUR DRESS HINDERING YOUR CAREER PROSPECTS?
REPRINT GUIDELINES =-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-= You are free to publish the following article in its entirety in your eZine or on your website. Our only condition is that you MUST keep the information about the...
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What Makes a Good Performance Appraisal?
There are increasingly two schools of thought (we're sure there
are probably 2002): one for and one against Appraisals. And in
both, the bottom line still is that they will cost your company
money if not handled well. As we know, in vast numbers of cases
they aren't.
Although the appraisal format may be key, the best procedures in
the world won't really be effective if the person running the
appraisal isn't handling it efficiently, professionally and with
long-term care involved.
Performance appraisals are almost always a one or two-times a
year process rather than something that is a daily part of a
manager's job. They usually become 'tick the box' exercises that
cause a great deal of anxiety on both 'sides' and once they're
competed they aren't looked at again till the next time.
Difficult feedback gets postponed or sugar-coated, or even
worse, lied about on the Appraisal form. A lot of managers don't
want to put down in black and white that someone's performance
has been under par and therefore they (the manager) will be
responsible for that person not getting a pay increase or
promotion.
In turn, appraisals can also lack objectivity and, therefore,
have more personal rather than professional views included which
could be detrimental.
In addition, if everything is focused on the appraisal process
then you run the risk of creating anxiety during the build-up
and a lack of motivation and productivity as people anticipate
the results. In other words, there should be no surprises during
an appraisal.
Supposedly only 5% of organisations say they have satisfactory
appraisal processes, but we got that information off the
Internet, so I'd take it with a pinch of
salt!
A truly good Appraisal is actually an agreed summary of what has
been happening on an on-going basis between appraisals. If it is
left to review twice a year, or quarterly, all the opportunities
to support and guide the employee to improve get missed. People
need to be engaged in the idea that managing people - and being
managed - is constant.
Fear, uncertainty, collusion, duplicity, embarrassment,
laziness, guilt and sheer incompetence are among the reasons why
appraisals are often not worth the paper they are written on.
One of our clients told us that rather than completely redoing
their appraisal process they decided to 'mark down' their
performance related pay levels: in other words if someone had
been scored a 4 (out of 5 levels) they were lowered to a 3. This
was because they discovered that most managers scored people
higher than their performance merited. It was an exercise in
trying to get rid of the 'invisible incompetence' that the
process colluded in.
A great appraisal needs to be fair, objective, two-way,
realistic, clear, on-going and specific.
It also needs to be positioned well.
It's easy to shoot yourself in the foot if you place too much
emphasis on the actual appraisal process and not on the on-going
performance management. People will focus on the process rather
than the objective, which is to help people develop in to more
effective, better managed members of staff.
About the author:
Jo Ellen and Robin run Impact Factory who provide Performance Appraisals and
Performance Management Training, Presentation Skills,
Communications Training, Leadership Development and Executive
Coaching for Individuals.
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Oral Presentation Advice |
Your presentation should not replace your paper, but rather whet the ... Below I consider goals for academic interview talks and class presentations. ... |
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Presentation Skills |
This site contains annotated links to resources concerned with presentation and communication skills. |
lorien.ncl.ac.uk |
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Presentation Helper - Free PowerPoint templates, help, advice and ... |
Resources on how to make effective presentations. Includes tips on PowerPoint and topic ideas. |
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Neurobehavioral Systems, Inc. |
Neuroscience stimulus delivery software can be used for cognitive psychology, fMRI, erp and single unit research (Windows). |
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Why tables for layout is stupid: problems defined, solutions offered |
Why tables for layout is stupid:. problems defined, solutions offered. Tables existed in HTML for one reason: To display tabular data. ... |
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The Gettysburg Powerpoint Presentation |
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Presentation Zen |
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Presentation Tips for Public Speaking |
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Presentation - Wikipedia, the free encyclopedia |
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en.wikipedia.org |
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OSCON 2005 Keynote - Identity 2.0 |
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Presentations - Effective Communication - Public Speaking |
Tips and tools for creating and delivering presentations: text, techniques and technology. |
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Presentation Information Resources - Presentation Technology News ... |
Presentation Information Resources - Comprehensive presenter's resource providing instant access to up-to-date information on technology and techniques for ... |
199.249.170.231 |
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Effective Presentations homepage |
In addition, the skills needed to prepare an oral presentation can be used ... A spiffy presentation discussing Effective Teaching with Powerpoint from the ... |
www.kumc.edu |
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Impress |
Your presentations will stand out with 2D and 3D clip art, special effects, animation, ... Slide show Animation and Effects bring your presentation to life. ... |
www.openoffice.org |
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PRESENTATIONPRO - experts for Microsoft PowerPoint |
A series of products and services to help enhance PowerPoint presentations with templates and backgrounds. |
www.presentationpro.com |
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Leadership - Presentation Skills |
Presentation, PowerPoint, and Leadership. ... Presentations and reports are ways of communicating ideas and information to a group. But unlike a report, ... |
www.skagit.com |
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Presentation: See what people are saying right now on Technorati |
See all blog posts tagged with presentation on Technorati. |
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Secretary of State Addresses the U.N. Security Council |
My friends, this has been a long and a detailed presentation. And I thank you for your patience. But there is one more subject that I would like to touch on ... |
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Rubric |
Organization, Audience cannot understand presentation because there is no sequence of information. Audience has difficulty following presentation because ... |
www.ncsu.edu |
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Presentation Skills |
Presentations are one of the first managerial skills which a junior engineer ... This article looks at the basics of Presentation Skills as they might apply ... |
www.see.ed.ac.uk |
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