325 Search results

For the term "Employee Performance".

Stay on Top of Employee Performance to Avoid a Wrongful Termination Suit

Wrongful termination suit: These three little words automatically make the hair on the back of my neck stand up! Learn how to avoid this type of legal mess by following a relatively simple documentation process. Yeah I know, we all hate to hear “documentation,” since we know it means lots of time bent over your computer writing down seemingly every little of piece of knowledge you have acquired. And you are right! However, this little bit of proactive work can eliminate many long arduous hours with our friends in the legal department in the future.

Stay on Top of Employee Performance to Avoid a Wrongful Termination Suit

Wrongful termination suit: These three little words automatically make the hair on the back of my neck stand up! Learn how to avoid this type of legal mess by following a relatively simple documentation process. Yeah I know, we all hate to hear “documentation,” since we know it means lots of time bent over your computer writing down seemingly every little of piece of knowledge you have acquired. And you are right! However, this little bit of proactive work can eliminate many long arduous hours with our friends in the legal department in the future.

5 Predictions for the Future of Employee Performance Management

Companies who lack a formal evaluation process could be missing the mark, losing revenue and failing to properly motivate their teams. To make things more challenging, millennials are bringing a new set of expectations and attitudes that may shift the patterns. Be mindful of these trends that are likely to occur in the employee performance management process…

Employee Performance Appraisal: Executing Agile-Based Projects in a Traditional IT Services Organization

Agility, as a concept, has been in vogue for some time now. There have been numerous stories around agile implementations in IT product organizations. Executing an agile project in IT services organizations has its own share of challenges. This article seeks to highlight a part of this challenge, mainly from the employee performance appraisal perspective.

Managing Employee Performance

Managing employee performance is one of the key drivers for organizational success in the present context of firms trying to adopt a resource centered view of the organizational.

Managing Employee Performance | Coursera

Managing Employee Performance from University of Minnesota. Once you have hired good employees, the next step that successful people managers take is to develop the full potential of their employees. Performance management is a process that …

U.S. Employees Desire More Sources of Feedback for Performance Reviews

Based on a poll of 1,143 working U.S. employees, most (53 percent) get feedback about their performance only from their managers. But in today’s collaborative workplaces, many would like to get a more rounded view of their performance and receive comments from peers, project leaders, and even clients. Here’s how it breaks down. …

New Podcast Series for Public Sector Employees Offers Expert Insights on Leadership, Performance, and More

Thought leaders and highly-respected authors bring their expertise and insights to a new podcast series devoted to public sector employees and their unique workplace issues. The series, developed by The Public Manager, is designed to give listeners a deeper understanding of the diverse challenges facing today’s public managers and the solutions needed to drive the issues forward. The Public Manager, a quarterly journal devoted to providing public sector employees leading-edge content and resources, provides this podcast series as an extension of its journal articles, conversations in its online community, and insights gathered from the public managers on the front lines of national, state, and local agencies. “We know that today’s public managers value resources to help them do their jobs better,” says Carrie Blustin, publisher of The Public Manager. “We also know that today’s managers are time-pressed. This podcast series answers a need – useful, practical content in a format that can be accessed on-the-go.” Two podcasts are now available: Upcoming podcasts will feature Christine L. Rush, assistant professor of public administration discussing her journal article “Implementing the 4-day work week,” and Rick Koonce, certified executive coach and consultant discussing, “Executive Coaching, Leadership Development in the Federal Government.” Listen here for a brief preview of the series. More information about the podcast series can be found on the Podcasts from The Public Manager website. About The Public Manager The Public Manager offers readers practical solutions for emerging public administration and policy issues from experienced professionals. A forum for developing and disseminating best practices, it encourages continuing excellence in government and nonprofit organizations. The Public Manager is published by The Bureaucrat, Inc., an affiliate of the American Society for Training & Development (ASTD), the world’s largest association dedicated to the training and development field whose members work in thousands of organizations in the public and private sectors.

Employee Stress and Performance

Employee Stress is negatively correlated to their work performance. More the level of stress, Lower is the performance. Even a little bit of stress will inhibit employees work performance.

Handling Employees After Performance Appraisals

Appraisal letters cause a lot of anxiety and sometimes disappointment among employees. Let us go through few tips on how to handle employees after performance appraisals.

Performance Reviews: Your Chance to Shine

Performance reviews–a task that has to be performed–often fill managers with dread. It’s time to change that perspective and view these events as opportunities to keep employees motivated and contributing to the team–and the company.

The Project Performance Dilemma

To maximize productivity and motivation, performance management systems must take into account the many employees whose participation in projects falls outside their functional job duties, and, thus, goes unnoticed and unrecognized come review time.

3 Ways to Fire an Employee – BestSkills

How to Fire an Employee. If you have a problem with an employee, you have not one but two choices: try to coach them and work with them to improve their performance, or fire them. Firing an employee can be costly and cause your employee a…

How to Develop a Performance Management System: 6 Steps

How to Develop a Performance Management System. Performance management involves more than simply providing an annual review for each employee. It is about working together with that employee to identify strengths and weaknesses in their…

The 2 Types of Coaching Performance – Best Skills

Coaching is an important skill for a retail manager. It helps increase the productivity in all of you employees – even the best ones. But there are two types of coaching you should practice in your store.

Performance-Based Pay at NGA

Over the past year or so, a great deal has been written about the problems of the performance-based pay programs at the U.S. Departments of Defense (DoD) and Homeland Security (DHS). Employee complaints also forced changes in new pay programs adopted by the U.S. Securities and Exchange Commission …

A Tale of Two Performance Management Systems

The 1990s ushered in a new era of government in the United States,one that gave employees more autonomy and discretion in performing their duties. In return,however, the government instituted a results-driven management style to hold employees …

What Motivates U.S. Employees to Stay at Their Jobs?

A survey of 494 employed Americans ages 18 and older gauged employees’ perspectives about performance reviews, training and development, and career management, as well as their plans for staying with their employer.

The Big Deal About Employee Engagement

For several years, employee engagement has been a hot topic in the executive suite because there’s mounting evidence that employee engagement correlates to individual, group, and organizational performance in the areas of productivity, retention, turnover, customer service, and loyalty. It also has captured t…

Performance Analysis: Getting It Right the First Time

Using technology to shift learning and references closer to the work is brilliant, except when it is the wrong learning or references. That’s true in the classroom and online. Employees reject programs that are extraneous, bloated, or obsolete. In the classroom, instructors step up and make fixes when the tra…

Defining Employee Success

For a rapidly expanding business, growth must be managed for optimum employee performance and market profitability.

Corporate Integrity Pays Off in Better Performance

Fostering a culture in which employees feel free to speak up about company wrongdoing does more than promote open communication; new research shows that it is also improves company performance and productivity. According to a Corporate Executive Board (CEB) survey of nearly 500,000 employees from 150 global c…

A New Era of Performance Management

More organizations are saying good-bye to the outdated performance appraisal system and embracing a new method for managing employee performance: coaching and development.

Aligning Perspectives on Performance

Managers and their direct reports may get along swimmingly, but chances are they disagree on an issue that directly affects both of them: the employee’s performance rating. According to a Novations report called “Closing the Gap,” managers rate their direct reports as significantly more dependent than the direct reports ra…

Aiming High to Reach Top Performance

The training department’s challenge at University Health System is nothing less than reawakening each employee’s passion to serve. It’s just a simple culture transformation, that’s all. 

Upending the Performance Review

Tom Kaiden shares how Visit Alexandria made the performance review process faster, honest, and more constructive for employee growth.

UK: Older workers still neglected over training and performance issues

(From hrmagazine.co.uk) — As the Pensions Bill makes its way through The Commons, older workers are still often neglected when it comes to training and performance management according to a report this week from the CIPD. The Employee Outlook: Focus on an Ageing Workforce survey of 2,000 employees found less than half of workers (46%) aged 65 and above report they have had a formal performance appraisal either once a year or more frequently, compared to 65% of all employees. In all 44% of employees aged 65 and above have not had a formal performance appraisal in the last two years or never, compared to a survey average of 27%. Older workers are also much less likely than younger workers to have received training, with 51% of those aged over 65 saying they had received no training in the last three years or never, compared to 32% across all age groups. Read more.

Turning performance reviews into a tool for greatness

Performance-review time often scares the willies out of both managers and employees. But it doesn’t have to be that way. I am currently reading the edited manuscript for Ultimate Performance Management by Jeff and Linda Russell, and I think they may be on to something…. The book is part of a new ASTD Press series, the Ultimate series, which is a spinoff of the ASTD Trainer’s WorkShop series and is designed to give you everything you could ever need to train people in a particular area. Other books that are currently planned for the series are Elaine Biech’s ASTD’s Ultimate Train the Trainer and Christee Gabour Atwood’s Ultimate Basic Business Skills Training. But I am getting off topic, I wanted to talk about Jeff and Linda’s book, which deals with transforming the scary once- or maybe twice-annual performance review into an ongoing development tool that enables people to go from “Eh, well, I am doing OK,” to “Wow! I am doing GREAT!” The book presents a series of workshop designs that transform the performance review from a single retrospective event into an ongoing, forward-looking development process. Jeff and Linda present a larger performance management framework called the Great Performance Management Cycle, which has much of its roots in ideas from Chris Argyris, Donald Schn, and others. Implementing the framework probably requires a fairly substantial change in the way that organizations manage their people, but has potentially huge benefits for employees, their managers, and the organization as a whole. This is because the ongoing coaching conversations that Jeff and Linda advocate enable employees to feel heard and be encouraged to do great things, managers are encouraged to help their employees achieve those great things, and the organization as a whole reaps the rewards of all those great things. The book primarily provides everything that a trainer or facilitator would need to facilitate workshops for managers and employees on the new performance management model, including lots of training tools, participant handouts, training instruments, and learning activities–all of which is good, practical, here’s-how-get-it-done stuff. However, for me, the heart of the book is chapter 2, which explains the theory and thinking behind the model and is a fascinating read.