What's involved in a great CEO psychological assessmentLeslie S. Pratch
Having a better understanding of your CEO through a psychological assessment can be extraordinarily valuable in creating an effective working relationship. It can also be extremely valuable when considering candidates in rare instance of CEO transition. This article describes what is involved in a great CEO psychological assessment.
The Elephant In The Room: Motivation (2nd revision)Lemi Orhan Ergin
This is the second revision of one of my favorite talk about how to improve people's motivation during agile adaptation. I presented it in the April'13 event of Google Developers Group (GDG) Istanbul.
Motivating employees is about more than charisma and vision. To help employees perform their best, a great leader will provide feedback — the right kind, at the right time. Feedback is an essential tool for any manager, whether in a small business or a large corporation.
If you want to learn more about this topic: https://www.newsteer.com/resources/how-to-give-employee-feedback
What's involved in a great CEO psychological assessmentLeslie S. Pratch
Having a better understanding of your CEO through a psychological assessment can be extraordinarily valuable in creating an effective working relationship. It can also be extremely valuable when considering candidates in rare instance of CEO transition. This article describes what is involved in a great CEO psychological assessment.
The Elephant In The Room: Motivation (2nd revision)Lemi Orhan Ergin
This is the second revision of one of my favorite talk about how to improve people's motivation during agile adaptation. I presented it in the April'13 event of Google Developers Group (GDG) Istanbul.
Motivating employees is about more than charisma and vision. To help employees perform their best, a great leader will provide feedback — the right kind, at the right time. Feedback is an essential tool for any manager, whether in a small business or a large corporation.
If you want to learn more about this topic: https://www.newsteer.com/resources/how-to-give-employee-feedback
Performance appraisals are fundamental to the positive growth and development of any organization. However, the manner in which they are conducted should be carefully chosen. Using them as a weapon to hurt the sentiments of any employee indicates misuse of a vital organization development technique. The end result that an organization must aspire for is the use of smart performance appraisal as a tool to cut down on wasteful operations and processes, instead of chopping down people.
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5 Tips to Significantly Improve Efficiency and Output of Your MeetingsKhorus
Taking the pulse of your company is necessary but have you ever considered how much time the meeting and the reports your staff is collating are consuming? According to a Clarizen/Harris interactive survey, 67 percent of those surveyed say they are spending up to four hours per week preparing for meetings, while a 3M Meeting Network survey of executives found up to 50 percent of the time people spend in meetings is wasted. That’s a lot of hours preparing for a meeting that is considered a waste of time.
How can you make your meetings more efficient while obtaining all of the relevant information you need to make informed decisions? At Khorus, we work specifically with CEOs and senior executives reach their full potential. We’d like to offer you 5 tips to get the most out of the least amount of meetings.
Download this eBook to learn:
- Where most meetings get off track
- What other CEOs feel about their current allocation of time
- Why so much time and resources are squandered preparing for meetings
- How to recapture your precious time
- The steps you can take now to stop the madness
Top Pillars | Leadership skills by Salameh MahasnehTop Pillars
https://toppillars.com
Upon the successful completion of the course, each participant will be able to:
Apply and gain a basic knowledge on leadership.
Discuss the techniques and skills that contribute to a leadership style.
Identify the basics of leadership and motivation.
Carryout various methods of developing and empowering people through training, coaching, supporting and delegating.
Apply situational leadership
French law mandates at least five weeks of vacation. Australia provides both paid maternal and paternal leave. Denmark breeds work-life balance into their culture.
So why is American so out of touch? In stark contrast to these balanced regimes, Americans continue to pander through the workday. We extend our hours, snack on sad desk lunches, and forgo vacation to get ahead. But science says there’s a fatal flaw in our system…
Today, 70 percent of the American workforce is disengaged. The rat race mentality has left us sleepwalking through life — and it’s time to wake up. Join Joe Mechlinski, New York Times Bestselling author and speaker, as he introduces science into the great work debate. Joe will show you how to become better in tune with your three brains (head, heart, and gut) to help reshape your thinking, motivation, and behaviors to find greater fulfillment at work.
5 Keys to Leading with Intent. Much of the presentation stems from Stephan Bungay's "The Art of Action". This presentation is reference for some of the leadership philosophy and practical steps for leadership in an organization seeking to promote autonomy, independent thinking, and agility in order to compete in a world characterized by complexity and change.
In this file, you can ref useful information about appraisal performance sample such as appraisal performance sample rates, small appraisal performance sample
In this file, you can ref useful information about appraisal performance sample such as appraisal performance sample rates, small appraisal performance sample, appraisal performance sample calculator … If you need more assistant for appraisal performance sample, please leave your comment at the end of file.
Performance appraisals are fundamental to the positive growth and development of any organization. However, the manner in which they are conducted should be carefully chosen. Using them as a weapon to hurt the sentiments of any employee indicates misuse of a vital organization development technique. The end result that an organization must aspire for is the use of smart performance appraisal as a tool to cut down on wasteful operations and processes, instead of chopping down people.
In this file, you can ref useful information about employee performance appraisal phrases such as employee performance appraisal phrases methods, employee performance appraisal phrases tips, employee performance appraisal phrases forms, employee performance appraisal phrases phrases … If you need more assistant for employee performance appraisal phrases, please leave your comment at the end of file.
5 Tips to Significantly Improve Efficiency and Output of Your MeetingsKhorus
Taking the pulse of your company is necessary but have you ever considered how much time the meeting and the reports your staff is collating are consuming? According to a Clarizen/Harris interactive survey, 67 percent of those surveyed say they are spending up to four hours per week preparing for meetings, while a 3M Meeting Network survey of executives found up to 50 percent of the time people spend in meetings is wasted. That’s a lot of hours preparing for a meeting that is considered a waste of time.
How can you make your meetings more efficient while obtaining all of the relevant information you need to make informed decisions? At Khorus, we work specifically with CEOs and senior executives reach their full potential. We’d like to offer you 5 tips to get the most out of the least amount of meetings.
Download this eBook to learn:
- Where most meetings get off track
- What other CEOs feel about their current allocation of time
- Why so much time and resources are squandered preparing for meetings
- How to recapture your precious time
- The steps you can take now to stop the madness
Top Pillars | Leadership skills by Salameh MahasnehTop Pillars
https://toppillars.com
Upon the successful completion of the course, each participant will be able to:
Apply and gain a basic knowledge on leadership.
Discuss the techniques and skills that contribute to a leadership style.
Identify the basics of leadership and motivation.
Carryout various methods of developing and empowering people through training, coaching, supporting and delegating.
Apply situational leadership
French law mandates at least five weeks of vacation. Australia provides both paid maternal and paternal leave. Denmark breeds work-life balance into their culture.
So why is American so out of touch? In stark contrast to these balanced regimes, Americans continue to pander through the workday. We extend our hours, snack on sad desk lunches, and forgo vacation to get ahead. But science says there’s a fatal flaw in our system…
Today, 70 percent of the American workforce is disengaged. The rat race mentality has left us sleepwalking through life — and it’s time to wake up. Join Joe Mechlinski, New York Times Bestselling author and speaker, as he introduces science into the great work debate. Joe will show you how to become better in tune with your three brains (head, heart, and gut) to help reshape your thinking, motivation, and behaviors to find greater fulfillment at work.
5 Keys to Leading with Intent. Much of the presentation stems from Stephan Bungay's "The Art of Action". This presentation is reference for some of the leadership philosophy and practical steps for leadership in an organization seeking to promote autonomy, independent thinking, and agility in order to compete in a world characterized by complexity and change.
In this file, you can ref useful information about appraisal performance sample such as appraisal performance sample rates, small appraisal performance sample
In this file, you can ref useful information about appraisal performance sample such as appraisal performance sample rates, small appraisal performance sample, appraisal performance sample calculator … If you need more assistant for appraisal performance sample, please leave your comment at the end of file.
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In this file, you can ref useful information about performance appraisal best practices such as performance appraisal best practices methods, performance appraisal best practices tips
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Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docxsimonithomas47935
Deliverables
• 8 (max!) pages, double‐spaced, 12‐pt Times New Roman, 1‐inch margins
Page count does not include mathematical work, graphs, etc.
Graphs, figures, tables may be attached to write‐up (as appendix) or
integrated in write‐up
I expect an error‐free, perfectly formatted submission!
FORMAT (Important: Answer all questions within this format (please no ‘question – answer’ structure)!
1.Brief Executive Summary
- Should contain all relevant recommendations
- NO LONGER THAN HALF
A page
2.Background:
Brief introduction of company and key issue (essence of the case)
Don’t paraphrase (max. half a page)
3.Analysis:
Quantitative (show analysis) and Qualitative (explain it)
Explain relevant variables, constraints and assumptions
Use tools: SWOT, Kraljic, Sensitivity analysis, etc.
Helps to derive alternative strategies
4.Derive Alternatives:
Identify different alternatives
Identify/discuss key decision variables
Compare alternatives and discuss trade‐offs
Criteria for accepting/rejecting solutions
5. Final Recommendation(s)
Present final strategy and expected contribution/benefit
Discuss recommended implementation (e.g., timeline, necessary investments)
Case Study Questions (1/4)
1. Develop a process that provides a logical order to the critical activities and decisions involved in the supplier evaluation and selection process. For example, the first step of this process may include recognizing (or anticipating) that a supplier selection need exists. Subsequent steps should follow from the actual or anticipated need. Present this process in the form of a flow chart with key decision points clearly identified.
Case Study Questions (2/4)
2. Discuss possible sources of supplier financial information. Which factors influence the ability of Systems Technologies to obtain supplier financial data? (Hint: Think of supplier characteristics, etc.)
Case Study Questions (3/4)
3. What is your recommended sourcing strategy for Systems Technologies? Perform various analyses (see below) to support your decision. Also, make sure to discuss the advantages and disadvantages of single and multiple sourcing.
-Assume you have used several of these sources to collect supplier financial data (data provided in the case). Perform a supplier financial analysis. Provide a brief interpretation of each financial ratio. (See supporting worksheet)
-Perform a total cost analysis. (See supporting worksheet)
-Perform a supplier capacity analysis. How important is supplier capacity in
-Develop a supplier evaluation and selection tool with relevant performance categories for the sourcing decision under consideration (See supporting worksheet).
this case? Why?
-Develop a sourcing risk management plan. For this task, (1) identify the potential risks associated with a sourcing decision, (2) assess the possible magnitude of each risk to operations, and (3) identify ways to manage or reduce risk exposure. (See supporting worksheet) .
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White Paper: Managers and the Land of the Lost v00 PaperSteven Martin
Instructions for how to run an exercise to help people determine their roles and responsibilities. While originally intended to be a framework to help Managers figure out their roles in an Agile setting, this can be applied to all roles and teams.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
1. Welcome to this self-directed presentation. You can either let the slides move forward on their own, or use the arrow keys on your keyboard if you want to go a bit faster. Tips & Help for Employees to Get the Most out of their Annual Review APPRAISALS
2. This presentation is designed for any employee who has ever wondered… This presentation was created by an HR leader who believes it’s long overdue to tell the real truth behind the one annual (or semi-annual) activity that is often the most hated in most large companies. Tips & Help for Employees to Get the Most out of their Annual Review APPRAISALS
3. How should I write my self assessment? My work can’t be “measured” so how will my manager evaluate my performance? How can I get more frequent feedback than my annual review? (Why do we do these stupid reviews anyway?) How do I work with a boss who’s in a different state? I got a new manager late in the year. How are they going to evaluate me?
5. What is a Performance Appraisal, really? Paraphrased from a recent article by Dick Grote. http://www.dickgrote.com/
6.
7. How is Performance Evaluated, Really? Insisting that there must be quantifiable metrics can lead us astray in accurately evaluating the quality of performance. How do you assess the performance of a programmer? If you’re thinking, “Number of lines of code written” as your sole measure, you might want to rethink it. True merit requires the writing of elegant and parsimonious code. A skilled IT manager can recognize this when she sees it, but there is no quantitative metric. Paraphrased from a recent article by Dick Grote. http://www.dickgrote.com/
8. How is Performance Evaluated, Really? Some people mistakenly insist that objectivity requires quantitative metrics and that appraisals that are based only on managers’ opinions are inappropriately subjective. But if you’re like most employees, what you really want is this supposedly “subjective” information. You want to know your supervisor’s opinion of your performance. You want honest answers to your most important questions: Paraphrased from a recent article by Dick Grote. http://www.dickgrote.com/
9.
10.
11. Why do we dislike Performance Reviews so much? Just for a minute, stop to think about it… Can you think of lots of obvious reasons?!
13. It’s all about the limbic system Did you know your brain does not know the difference between a physical threat and an emotional threat? For human beings, status within a social group is a basic survival requirement.
14.
15. We’re not (only) a rational species. The deeper, more primitive brain regions have priority and the most influence on behavior (survival first!) As soon as a threat is experienced, our limbic system takes over. The neocortex (the “rational mind”) shuts down. “ Fight or Flight”
16.
17. What not to do Seriously. Don’t panic. We’ll show you how to get through each step and survive.
18.
19. Managing performance happens all year long 12 1 2 3 11 6. Annual Review 1. Set Goals 2. Plan Development 3. Evaluate 4. Monitor 5. Feedback If you think of the months of the year like hours on a clock, you can better visualize the year-round process of all the steps to managing performance. Ideally, with good year-round communication, less time and effort are needed for the Annual Review.
21. Annual Review & Appraisal Survival Guide In other words: don’t blame the tool if the process isn’t working . Take control of the process and work around the tool if needed. Don’t equate the PROCESS (preparing to receive performance feedback) with the TOOL Whether your company uses an online software system or a paper form, the tool probably has lots of limits in what it can do to make the process as efficient as possible. In some cases it seems to make the process even more difficult than it should be!
30. Assessing Competencies & Goals Most companies us a 5 point scale, but some use 3 or 7 or even 10. They might call the middle rating “acceptable” or “solid performer” or “purple giraffe.” It doesn’t matter what the label is, nobody likes to get that “middle” rating, but typically that is a good rating. Just like school, some managers are “hard graders” and some are “easy graders.” That’s the reality of the situation, regardless of how “objective” a company tries to make the process. Some companies are finally introducing more meaningful ways to identify high performers, but it’s still pretty typical to see a scale similar to this in most large organizations. 1- Unsatisfactory: Inability to demonstrate competency even with supervision. Corrective action required. 2- Needs Improvement: Meets competency expectations some or most of the time, but frequently requires direction. 3- Meets Requirements: Does not require direction to achieve competency. Consistently meets expectations 4- Very Good: Consistently meets expectations and occasionally exceeds expectations AND/OR can coach others to achieve competency. 5- Exceptional: Exceeds expectations most of the time. Regularly coaches or teaches others to develop the competency.
Performance Management as an ongoing process requires engaging in two primary activities: Establishing & Communicating Clear Performance Expectations Regularly providing feedback to employees so they always know how their work and actions either meet or don’t meet those expectations. We tend to focus on the “requirements” e.g., the appraisal (and more recently, goals) and approach them as “tasks” to check off a list at the beginning and end of year. Research is clear that the activities that have business impact are the informal conversations THAT BUILD TRUST throughout the year. This is where PI&T managers should focus the majority of their energy.
That said, we still need to get through this year’s annual review. Consider the appraisal the same as doing your taxes at the end of the year. It has to get done, it’s not fun. But if we managed our money well through the year and saved all the receipts, the tax return takes a lot less time. The same goes for appraisals.
That said, we still need to get through this year’s annual review. Consider the appraisal the same as doing your taxes at the end of the year. It has to get done, it’s not fun. But if we managed our money well through the year and saved all the receipts, the tax return takes a lot less time. The same goes for appraisals.
Review the competency and the behaviors that are expected in the competency. Review the ratings on page one of the form. Some behavior expectations in a competency may not apply to a specific employee. Rate them on the behaviors that do apply. If none of the behaviors apply to your employee (e.g., a manager level employee who may not have direct reports), assess them on whether they apply the competency with peers, team co-workers, etc). Only document N/A if NONE of the competency behaviors listed apply to the specific employee in their current position (should be rare) Some manager-level employees who do not have direct reports may still act as “leads” either in their discipline or on a work team.
So we’ve learned a few things over the past few years about why PM is important, and why it’s so hard. So What should we do differently?
Can you ask one or 2 of these questions every month? Or 3-4 each quarter at least?