Comments for Employee Performance Review Tips

Comment on 10 Tips to Deliver More Effective Performance Appraisals by shamsudeen

shamsudeen — Tue, 01 Nov 2011 05:22:30 +0000

Your Message
Fabulous and very supportive tips .

Comment on Performance Reviews – Seven Stupid Things Employees Do To Screw Them Up by Jeremy

Jeremy — Tue, 22 Mar 2011 00:44:30 +0000

I would add one more mistake employees make is constantly comparing themselves to other employees when they should just focus on their own performance.

Another might be trying to lame blame elsewhere when they are poorly performing in one area.

Comment on What Performance Appraisal and Feedback Have in Common With Food by Gary Jeffress (The M.A.D. Guy)

Gary Jeffress (The M.A.D. Guy) — Fri, 12 Nov 2010 23:47:06 +0000

We must’nt forget the most important thing here. Promoting feedback from those ‘doing the work / job’ We can learn a lot from listening, as opposed to instructing and expecting. YES, even in appraisals.
Those being appraised can sometimes provide us with the standards / budgets we need to set them, as well as the standards they can perform. This way they have ownership of the instructions, and the leader / boss wont have to keep a close eye on things as often.

Comment on What Performance Appraisal and Feedback Have in Common With Food by Employee Performance Review Tips » What Performance Appraisal and … « How to select the best employees for your organization

Tue, 02 Nov 2010 12:21:28 +0000

[...] is the original post: Employee Performance Review Tips » What Performance Appraisal and … Uncategorized appraisal-powerful [...]

Comment on Performance Appraisal in Times of Recession by heartharEPR

heartharEPR — Mon, 14 Jun 2010 20:19:17 +0000

Hi Mike

I have checked our system and found the email was sent to your system on the 14th June 2010. At times emails are blocked by spam filters so don’t make it through to your in-box. What I have done is sent you a separate email with the forms attached. Thanks for contacting us.

Ingrid

Comment on Performance Appraisal in Times of Recession by mike braswell

mike braswell — Mon, 14 Jun 2010 14:12:38 +0000

I considered buying your program, but when the advertised “free” templates were never sent via email as claimed I began to doubt that I would even get the info if I paid.

Mike Braswell

Comment on Watch your language during performance reviews by Donna-Marie

Donna-Marie — Wed, 20 May 2009 04:09:44 +0000

I wish I had read your blog and articles and had known more about performance reviews back when I was working for an employer.

Every 12 months we had a performance review and I used to get so worked up over it. There were never any problems and in hindsight, I realise that my then supervisors – as wonderful as they were – had no idea how to do a performance review.

From memory, most reviews lasted around 10 minutes at the very most and consisted of the supervisor asking if I had any problems I wanted to raise – ‘No’ – then telling me they were happy with everything, would recommend my pay be raised to the next level as per the relevant Award, then tell me to keep up the good work. That was it.

Comment on Dealing with the inevitable tears in performance reviews by Ingrid Cliff

Ingrid Cliff — Wed, 25 Feb 2009 04:08:02 +0000

Thanks Robert! Robert has written some brilliant fact sheets and books in relation to performance reviews. I can recommend his site as well worth checking out.

Ingrid

Comment on Dealing with the inevitable tears in performance reviews by Robert Bacal

Robert Bacal — Wed, 25 Feb 2009 04:00:35 +0000

I’m the author of a bunch of books on this subject (McGraw-Hill), and I just wanted to say that if you do the process properly, by and large there are no surprises at appraisal time. There’s a bunch of articles on my site about this, but if you start from square one working WITH rather than doing things TO employees, it works. Gotta run.

http://twitter.com/rbacal

Comment on What is a 360? by Ingrid Cliff

Ingrid Cliff — Mon, 28 Jan 2008 10:57:00 +0000

Thank you - with the right approach they are very powerful processes.

regards

Ingrid