Most people think that performance appraisal is the important part of managing performance and improving workplace productivity, but it's not. Setting clear goals, and helping employees understand why those goals are important is the path to engaged employees, and more focused work and effort. Performance planing is the process to use, and we've mapped it out in a clear way so managers can do it properly.
The first step for building better employee performance, reducing the pain of appraisals, and reducing your workload
Between 90-95% of managers lose the benefits of appraisals while creating discomfort for themselves and staff.
It's true! Very few managers take advantage of the power of performance management to explode performance and create a powerful, committed and engaged workforce.
The answer is simple and insidious. Almost all managers learn how to do performance appraisals by doing to their own employees what their previous bosses did to them. And, it doesn't work. In fact it makes things worse.
We live in the new millennium and your Dad's performance appraisals do not reflect the realities of today's workplace. You cannot do it the "old" way and expect to harness the power of performance management and appraisals!
...you can learn to use appraisals and performance management techniques to:
...you can learn how to do appraisals and performance management quickly and easily, and you don't even have to read book after book on the subject. We've brought it all together for you, so you can START NOW.
Start Now - Planning for performance may be the most valuable use of management time.
Most people equate performance management with performance appraisal, that once a year meeting that everyone hates. That's the major reason why appraisals are so ineffective. In fact we suggest that managers spend as much or more time planning for performance than appraising it, because the returns are much greater. Proper planning results in:
Performance Planning For Managers provides you with all the information and understanding you will need to complete this critical step of performance management, and achieve the benefits.
We've taken the most important material from Robert Bacal's best-selling books on performance planning and boiled them down for busy people like you.
It provides all the information you need to work with your employees to plan performance in advance, and set clear, measurable (usually) goals and objectives that the employee can use to guide his or her performance throughout the year. Further these goals and objectives are used as the reference points for performance review. Included on the card:
Yes, there's a catch
Setting goals is the first step to gain the benefits from managing performance, but there is a catch.
You MUST START doing it. If you haven't worked with employees to set goals early on, by the time you get to the appraisal process/meetings, it's too late. That's why it's SO important to get going now. This is truly a case of investing, where the results will start showing up even before you do the appraisals. Provided you start now! And provided you do it properly.
You owe it to yourself and your employees to use all the tools at your disposal to create a productive, engaging workplace. So, begin now. Get your copy of Performance Planning For Managers. Invest in it and you'll be amazed at how people work harder, better, and more efficiently, and that means less time spent fighting fires.
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