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Performance Appraisals for Partners
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Performance Appraisals for Partners
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Currently, we have a performance appraisal based solely on numbers - how much they produced vs. how much was expected. But now, the company wants to created a simple form which holds them accountable
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Performance Appraisals for Partners

posted at 8/17/2005 4:02 AM EDT
Posts: 3
First: 9/22/2004
Last: 8/17/2005
The principal cause for employee turnover is the boss (or de organization), review your practices about company policies, determine what are the basics reason to fire an employee and what are not. Do not worry if you have the best employee that you are capable to have, only think, the best employees that you have, are the people that actually work for you.

Jose del Cid
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Performance Appraisals for Partners

posted at 8/18/2005 10:41 PM EDT
Posts: 1
First: 8/18/2005
Last: 8/18/2005
We have found the best way to build performance appraisal is to weight the areas of competency and include a values component. The target driven areas which would traditionally be hit target? yes/no would still have the highest weighting but other components such as project management and adherence to company values for example can be measured as well - this helps in the case of bad attitude v good performance - is the problem worth fixing or should we all suffer because the top performer is untouchable?
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Performance Appraisals for Partners

posted at 9/4/2005 9:04 AM EDT
Posts: 4
First: 10/5/2002
Last: 9/4/2005
it seems to me that your organization use employee evaluation and not performance evaluation - there is a big difference between the two. In my experience employee evaluation increase turnover
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Performance Appraisals for Partners

posted at 9/12/2005 12:55 PM EDT
Posts: 37
First: 1/8/2002
Last: 9/29/2005
A book worth reading on this subject is _Abolishing Performance Appraisals._
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