This document appears to be a performance review and career development form for an employee named Abdul Hameed Khan who works as a Customer Service Representative in Karachi, Pakistan. The form includes sections for objectives, a mid-year performance review, an end-of-year performance review, and a career discussion. The objectives and reviews indicate the employee is meeting or exceeding expectations in areas like invoice processing, account management, and center cleanliness. Some concerns are also noted regarding air conditioning issues at one center location. The career discussion outlines the employee's strengths, short-term goals, areas for improvement, and long-term career aspirations to potentially move into middle management.
Mission Statement
Our Belief and Focus……Even a great process can improve if you look at it from the right perspective. With leadership and team commitment any organization can reach its desired potential. The ability to recognize or see potential is easy, knowing how to navigate the improvement process is where we excel.
Mission Statement
Our Belief and Focus……Even a great process can improve if you look at it from the right perspective. With leadership and team commitment any organization can reach its desired potential. The ability to recognize or see potential is easy, knowing how to navigate the improvement process is where we excel.
Simons Bitzer & Associates, an Indianapolis based CPA firm, is offering a complimentary Business Diagnostic Tool that will evaluate the health of your business in nine key areas.
Hiring Team Lead into sales - BPO Processanilpavuluri
Sancrosoft Infotech is a global technology consulting, IT staffing and recruiting firm. We specialize in assisting our clients with highly focused short and long term technology initiatives. Using a combination of US based, offshore and onsite resources, Sancrosoft Infotech has created a unique model of operating efficiency allowing us to pass significant cost savings to our clients and meet requirements in a cost effective and expedient manner.
suitable candidates.
Department leads vs. coaches (shareable version)Luke Kyte
At Reddico we've adopted a managerless environment, splitting the traditional role into two – department leads and coaches. Our team will choose a coach, based on their own ambitions goals. Take a look at how and why we've done this.
From Sales Manager to Sales Leader: How to Build a High-Performance Coaching ...Frederik Hermann
Most B2B companies invest heavily in sales enablement as a path to higher sales performance but rarely invest in the sales management team. Under-enabled sales managers typically get stuck operating as “super reps” or spend too much time just managing the numbers.
How do you get sales managers to operate as strategic leaders who maximize the performance of every player on their team? How do you shift the identity of a sales manager from “super rep” to a sales coach? Through this webinar with Elay Cohen, CEO of Saleshood, and Tanner Mezel, VP of Sales & Marketing at DSG, you’ll learn how senior sales leaders and sales operations teams design, launch and sustain a sales leadership and coaching culture.
Key insights you will take away will include how to:
- Build a sales operating system that helps managers drive sales outcomes
- Give 1st line sales managers the tools to up-level their sales team
- Make a sales coaching identity stick
- Measuring ROSL (Return on Sales Leadership)
About DSG
Through training playbooks, experiential learning, and continuous enablement, DSG helps B2B companies implement their growth initiatives and accelerate revenue growth. Sales playbooks are the foundation for on-demand training, live virtual training, classroom training, and manager-led coaching. DSG provides an integrated sales enablement approach including consulting, content development, training delivery, graphic design, and video production.
About Saleshood
Saleshood is the leading all-in-one sales enablement platform used by hyper-growth companies to boost sales performance. Saleshood is proven to reduce time to ramp, lift quota attainment and accelerate sales velocity. Companies like Drift, Demandbase, Bombora, Domo, Omada Health, Sage, Seagate, RingCentral, Tanium, Tealium, Trinet, and Yext use Saleshood to realize fast revenue outcomes with 100% virtual training, coaching and selling - at scale.
Business performance and growth are the result of many aspects of your business coming together with the same focus. Not knowing what to focus on can be overwhelming, time consuming and costly. Simply your business by hiring a business coach to help you focus on the right things and hold you accountable to your own goals.
Coaching Staff for Success overviews the key learning points of Donna Price's new book: "Coaching Staff for Success" Managers learn HOW to integrate a coaching model into the workplace and WHY.
Learn more about Coaching Staff for Success and our other leadership development resources at: https://compassroseconsulting.com/employee-coaching
30 60 90 day on boarding production planCalvin Naylor
Financial ABC Bank Center On-Boarding
30/60/90 days Production Plan 2016:
Attached is a sample of my 30 60 90 days On-Boarding Performance Plan, I created in 2009 and have successfully used to gain an understanding of a new business or location, I started managing. This plan has helped me improve employee morale, productivity and increase revenue in several sites I have taken over in the past 17 years. I hope it will assist you with understanding some of the basics of creating a 30 60 90 day on-boarding plan.
Calvin Naylor
Call Center Executive
Simons Bitzer & Associates, an Indianapolis based CPA firm, is offering a complimentary Business Diagnostic Tool that will evaluate the health of your business in nine key areas.
Hiring Team Lead into sales - BPO Processanilpavuluri
Sancrosoft Infotech is a global technology consulting, IT staffing and recruiting firm. We specialize in assisting our clients with highly focused short and long term technology initiatives. Using a combination of US based, offshore and onsite resources, Sancrosoft Infotech has created a unique model of operating efficiency allowing us to pass significant cost savings to our clients and meet requirements in a cost effective and expedient manner.
suitable candidates.
Department leads vs. coaches (shareable version)Luke Kyte
At Reddico we've adopted a managerless environment, splitting the traditional role into two – department leads and coaches. Our team will choose a coach, based on their own ambitions goals. Take a look at how and why we've done this.
From Sales Manager to Sales Leader: How to Build a High-Performance Coaching ...Frederik Hermann
Most B2B companies invest heavily in sales enablement as a path to higher sales performance but rarely invest in the sales management team. Under-enabled sales managers typically get stuck operating as “super reps” or spend too much time just managing the numbers.
How do you get sales managers to operate as strategic leaders who maximize the performance of every player on their team? How do you shift the identity of a sales manager from “super rep” to a sales coach? Through this webinar with Elay Cohen, CEO of Saleshood, and Tanner Mezel, VP of Sales & Marketing at DSG, you’ll learn how senior sales leaders and sales operations teams design, launch and sustain a sales leadership and coaching culture.
Key insights you will take away will include how to:
- Build a sales operating system that helps managers drive sales outcomes
- Give 1st line sales managers the tools to up-level their sales team
- Make a sales coaching identity stick
- Measuring ROSL (Return on Sales Leadership)
About DSG
Through training playbooks, experiential learning, and continuous enablement, DSG helps B2B companies implement their growth initiatives and accelerate revenue growth. Sales playbooks are the foundation for on-demand training, live virtual training, classroom training, and manager-led coaching. DSG provides an integrated sales enablement approach including consulting, content development, training delivery, graphic design, and video production.
About Saleshood
Saleshood is the leading all-in-one sales enablement platform used by hyper-growth companies to boost sales performance. Saleshood is proven to reduce time to ramp, lift quota attainment and accelerate sales velocity. Companies like Drift, Demandbase, Bombora, Domo, Omada Health, Sage, Seagate, RingCentral, Tanium, Tealium, Trinet, and Yext use Saleshood to realize fast revenue outcomes with 100% virtual training, coaching and selling - at scale.
Business performance and growth are the result of many aspects of your business coming together with the same focus. Not knowing what to focus on can be overwhelming, time consuming and costly. Simply your business by hiring a business coach to help you focus on the right things and hold you accountable to your own goals.
Coaching Staff for Success overviews the key learning points of Donna Price's new book: "Coaching Staff for Success" Managers learn HOW to integrate a coaching model into the workplace and WHY.
Learn more about Coaching Staff for Success and our other leadership development resources at: https://compassroseconsulting.com/employee-coaching
30 60 90 day on boarding production planCalvin Naylor
Financial ABC Bank Center On-Boarding
30/60/90 days Production Plan 2016:
Attached is a sample of my 30 60 90 days On-Boarding Performance Plan, I created in 2009 and have successfully used to gain an understanding of a new business or location, I started managing. This plan has helped me improve employee morale, productivity and increase revenue in several sites I have taken over in the past 17 years. I hope it will assist you with understanding some of the basics of creating a 30 60 90 day on-boarding plan.
Calvin Naylor
Call Center Executive
Ed capaldi Strategic Advisor and CEO Business Coach. Gazelles Rockefeller Hab...Ed Capaldi
Ed Capaldi LLC company profile. Executive Coaching. Business Coaching. Rockefeller Habits. Strategic Planning. Strategic Execution. Business Model Canvas.
MBA 687 LEADERS SELF EVALUATIONS Note Individuals raAbramMartino96
MBA 687 LEADERS SELF EVALUATIONS
Note: Individuals rate their skill levels on the following scale:
Not Skilled | Minimally Skilled | Somewhat Skilled | Skilled | Very Skilled
Title: Vice President
Job Summary
Leads departments and operations for an entire organization and creates its overall vision,
mission, values, beliefs, and strategic goals. Directs and evaluates other executive leaders'
work and the success of the organization. Maintains awareness of external and internal
competitive landscapes, opportunities for expansion, customers, markets, and new industry
developments and standards. Manages the strategic plan that guides the direction of a
team's business and collaboratively works with the executive management team to identify,
prioritize, and act upon company needs, focusing on integration strategies to ensure optimal
efficiency. This position requires competencies such as analytic and strategic thought, vision,
orientation to detail, customer focus, talent management, resource management, and
leadership skills.
Vice President Self-Assessment:
As I reflect on this past year, I have driven business expansion from startup and evaluated the
organization’s success. This past year, we identified ways to increase revenue and decrease
costs by 10%. I analyzed financial reports with the accounting manager, prepared new
operating budgets, and greenlit pilot projects using AI and chatbots to compete in an
increasingly digital economy. My understanding of the external factors affecting the
organization will help us think ahead and be ready for changes in the market. My most
tremendous success was bridging the gap between the company’s day-to-day running and
the board of directors' sweeping visions. Since taking on the new role, I realize my leadership
skills come from years of experience and knowledge throughout life. This wisdom has
impacted my judgments, decisions, and actions. I have learned to focus on a clear purpose
and mission. I have consistently shown commitment and motivation since joining the
company, and I want us to succeed. I am a leader who focuses on meeting set deadlines and
objectives on time. I realize that I can be too controlling in a project, and I don't give other
team members enough room to contribute or develop their ideas. I must learn to give others
more space and let them take the initiative, too. Maybe I should try harder to promote the
company's culture and values within my team. While I regularly hold meetings with this in
mind, I should focus on boosting team spirit and collaboration. I am often frustrated, and I
find it hard to communicate when faced with other leaders' behaviors. Despite the challenges
we faced this past year, I am incredibly proud of what my team and I have accomplished
during the past year.
Skill Level: Not
Skilled:
Minimally
Skilled:
Somewhat
Skilled:
Skilled: Very
Skilled:
Your level of
experience
demonstrating
each competen ...
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
EO Accelerator San Francisco Presentation 13 Jun 2016 RESULTS.com
Business Execution for RESULTS - Lessons learned from working with thousands of SMB clients
Stephen Lynch is the Head of Strategy and Consulting at RESULTS.com. He is a “Kiwi” (New Zealander) living in San Francisco.
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in this presentation.
Similar to Performance and-development- hameed (20)
Welcome to the Program Your Destiny course. In this course, we will be learning the technology of personal transformation, neuroassociative conditioning (NAC) as pioneered by Tony Robbins. NAC is used to deprogram negative neuroassociations that are causing approach avoidance and instead reprogram yourself with positive neuroassociations that lead to being approach automatic. In doing so, you change your destiny, moving towards unlocking the hypersocial self within, the true self free from fear and operating from a place of personal power and love.
1. Year:
My performance and development form
Career discussionPerformance reviewsObjectives
My objectives (maximum of 6 annual objectives)
Job title:Name: Location:
Objectives By when Measurement
BGAR
First
half
Second
half
BLUE Exceeds agreed actions. Delivers beyond expectations.
GREEN Achieves agreed actions. (These should be stretching but achievable).
AMBER Meets some agreed actions but not all of them. Requires improved performance.
RED Agreed actions not met. Has not responded to initial improvement plan.
2016
Abdul Hameed Khan Customer Service Representative Karachi, Pakistan
Customer and vendor invoicing will be up to date. Completed
well before deadlines.
Every month Age Debt Report & Payment Runs (RSpace)
Value added services will be accurately accounted for all
employees and customers.
Titan POS
Cleanliness and management of centre will be analysed and
reviewed on daily basis.
Customer/Supervisor Feedback
Next
Every month
Every day
2. Year:
My performance and development form
Career discussionPerformance reviewsObjectives
My objectives (maximum of 6 annual objectives)
BLUE Exceeds agreed actions. Delivers beyond expectations.
GREEN Achieves agreed actions. (These should be stretching but achievable).
AMBER Meets some agreed actions but not all of them. Requires improved performance.
RED Agreed actions not met. Has not responded to initial improvement plan.
Objectives By when Measurement
BGAR
First
half
Second
half
2016
Aged Debt Report maintenance.
Many a times the Aged Debt Report goes out of order. This
could be due to late-payment, client leaving without notice,
early termination, etc.
Every month Aged Debt Report
Will try pushing in sales for the centre to grow. Every month Occupancy Report/GM Feedback
Prev Next
3. Year:
My performance and development form
Objectives Career discussionPerformance reviews
My performance review - first half
To be completed by me before my review.
To be completed by my line manager after my review.
Overall performance rating on objectives and my role:
Date of review (dd/mm/yyyy):
Achievements/benefits: (My key successes so far this year)
Concerns: (Things I’d like to discuss)
My comments:
My manager’s comments:
Manager’s name:
Overall future potential:
2016
05/06/2015
Upon joining Regus on 20th Sep 2013, my first initiative was to daily check center readiness and
clean up and organize all Operational work for the center since Feb 2014.
•To Highlighted Allocated all previous payments for the Centre no 0965
• Took part in the clean up exercise of all outstanding amounts for both active and in-active clients.
AC is not working properly even after the strong follow up with vendor.
Zeeshan Mustafa
I love my work at Regus. I had always wanted to work in the hospitality sector. As I am great with
people, I happily engage with people from all walks of life. Meeting new people everyday helps open
my mind. Challenges are a part of life, and I believe I successfully tackle each and every one of
them. My main objective is centre functionality at its best, but I look forward to generating sales for
the centre.
My manager remarks that I am a very hardworking person, and will prove to be an asset for Regus.
He believes that I try to meet deadlines and am a quick learner. He further adds that I have
commendable strengths performing under pressure.
Amber Amber - Stay in current role
Prev Next
4. Year:
My performance and development form
Objectives Career discussionPerformance reviews
My performance review - second half
To be completed by me before my review.
Date of review (dd/mm/yyyy):
To be completed by my line manager after my review.
Overall performance rating on objectives and my role:
Achievements/benefits: (My key successes so far this year)
Concerns: (Things I’d like to discuss)
My comments:
My manager’s comments:
Manager’s name:
Overall future potential:
2016
05/01/2016
2015 has taught me a lot about managing my work at Regus. I have a much better command of the
operating systems involved. I have learned how to control my Aged Debt report.
I have bettered my negotiation skills with my vendors. Have more rapport with my clients than ever
before. Most of the collections are being done on time and vendors are being paid on time as well.
I take great pride in helping my fellow CSRs through out Pakistan. I have access to all 5 centres and
the Business World category. When needed I help fellow CSRs for any problems that they may face. I
solely am responsible for BW and its issues.
Biggest concern that we face at centre 2811 is the air conditioning. Its been more then a year and the
air conditioning in centre 2811 has not been resolved. The NCO project team has been involved too
but no outcome has come out as yet. Low or no air conditioning has been displeasing clients. Some
have even warned to evacuating if its not resolved. Centre 2811 needs serious help over here.
Another issue i face is that customers take forever to send tax challans and this accumulates as
outstanding in my aged debt which becomes a problem.
Dawood Ahmed
My work at Regus is a new challenge every day. Deadlines to meet, problems to solve, clients to be
kept happy. I make mistakes, and I learn not to repeat them. My line manager is supportive at all
times and always has a solution when I am stuck with a problem. Other Regus staff are also very
cooperative.
My manager remarks that I have improved at tackling situations. As far as the centre is clean and
my Aged Debt report in control he is happy with me. He believes that I try to meet deadlines and am
a quick learner. He further adds that I have commendable strengths performing under pressure.
(please select) (please select)
Prev Next
5. Year:
My performance and development form
Objectives Performance reviews Career discussion
My career discussion part 1
To be completed by me before my career discussion.
What I am great at:
Short term career goals:
What I want to get better at:
Long term career goals:
My career discussion part 2
To be completed by my line manager after my career discussion.
Succession planning
To be completed by my line manager.
Feedback:
Summary of key points from career discussion:
Managers name:
Managers name:
Ready when (dd/mm/yyyy):
Date (dd/mm/yyyy):
Date (dd/mm/yyyy):
2016
Great with people. A problem solver - I do not
rest till I have an answer.
The Aged Debt Report and collections. To be
quicker, efficient and effective at following
Regus's protocols.
to clean the total due column of age debt
report
I look forward to contributing in my expertise
for the company and possibly making a space
for myself in middle management.
Dawood Ahmed
Dawood Ahmed 10/08/2015
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