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Performance Appraisals

<i>Dear Workforce</i> How Do We Get Reliable Input From Self-Appraisals?

November 2, 2010
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Each year our management directs our staffers to write their own evaluations for appraisals. These written evaluations then become the basis for appraisals. Realizing that one size does not fit all companies, we nevertheless want to create some type of standardized format to use for these self-assessments. How should we structure it so we are reasonably sure that the questions generate honest responses from employees? What other pitfalls should we take note of?
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Four Ways to Make Your Existing Performance Review Process Better

October 14, 2010
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There are ways to help make the effectiveness of the process you currently have better. Rather than tell you you're doing it wrong, here are some thoughts that can help maximize what you have in place.
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<i>Dear Workforce</i> Why Should We Continue Evaluations if We Cant Give Raises

September 30, 2010
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Our company imposed a raise freeze during the past three years, but should we still conduct yearly employee evaluations anyway? If so, what are the credible business reasons for continuing the practice?
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Multiskilled Employees Sought as Versatility Becomes a Workplace Virtue

September 20, 2010
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With the new value placed on adaptable employees, hiring managers appear to be seeking workers who are willing to take on different tasks.
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<i>Dear Workforce</i> Why 360s Aren't Right for Us&#8212;or Are They?

September 14, 2010
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We are seeking a way to evaluate individual managers for effectiveness at our company of fewer than 200 employees. Generally, 360 reviews are not recommended for companies of our size. What other tools could we use? —Doing a 360, human resources manager, finance/insurance/real estate, Chestnut Hill, Massachusetts
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<i>Dear Workforce</i> How Do We Assess Managers if We Lack an Appraisal System

August 31, 2010
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We do not have a performance appraisal system in place. How then can I assess our managerial competency in this situation?
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<i>Dear Workforce</i> How Do We Remove Subjective Appraisals

August 3, 2010
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I need to make our performance appraisal process less subjective. Under our current scheme, employees give feedback about their performance using a self-appraisal form. The output of their work is then appraised by their reporting superior. I believe this creates room for bias, and I want an evaluation method that removes subjectivity to some extent. Am I being realistic? Or should I allow supervisors to use subjective measurements when evaluating employees?
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<i>Dear Workforce</i> How Do We Handle Merit Increases When Changing to a Focal-Point Appraisal Process

July 14, 2010
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We are currently conducting performance appraisals on an anniversary-date basis, but would like to transition to focal-point appraisals of all employees at the same time. How can we fairly handle the accompanying merit-increase process to ensure no employee is “shortchanged” due to a coincidence of timing?
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All I Ever Needed to Know About Performance Management I Learned From Little League Baseball

April 16, 2010
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Commentary: You can learn things from big-name management gurus, but coaching a bunch of scrappy 9-year-olds is a smarter play. They can really show you what it takes to develop high performance players—on a sandlot or in your workplace.
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