http://www.dickgrote.com Employee Performance Management Thu, 10 Jan 2008 21:35:35 +0000 http://backend.userland.com/rss092 en A few years ago I delivered the closing general session presentation at the Conference Board’s annual Human Resources Conference at the Waldorf-Astoria in New York City. The audience: 600 VP’s of HR from Fortune 500 and similar organizations. My topic: “Performance Management — Best Practices, New Directions.” How many of you can ... http://www.dickgrote.com/linking-your-mission-statement-to-performance-appraisal/ What should HR professionals do when the organization’s road suddenly veers and all the old rules fly out the window? Here are four gutsy and demanding injunctions that will motivate commitment during times of rapid — and frequently distasteful — organizational change: Be Passionate. Everybody will look to you for their ... http://www.dickgrote.com/inspiring-commitment-during-organizational-change/ Getting Managers to Do Employee Performance Appraisals If your employee performance management system is not effective – in other words, your managers aren’t meeting their responsibility of getting their employee performance appraisals written, approved and delivered on time - here’s the first question to ask: What happens to the manager who ... http://www.dickgrote.com/creating-an-effective-employee-performance-management-system/ You can view part one of this article by clicking here. Performance Appraisal Rating Labels: What’s Best, What’s Worst? Part 2 Last time I talked about the survey I did of 84 HR directors asking them their feelings about what the best and worst terms for performance should be used on a ... http://www.dickgrote.com/performance-appraisal-rating-labels-part-2/ Performance Appraisal Rating Labels: What’s Best, What’s Worst? Part 1 What’s the worst that performance can be? What is the absolute bottom of the barrel? Would you label performance that is just totally atrocious Unsatisfactory or is it Unacceptable? Is there something even lower on the scale? What about Marginal? Is that ... http://www.dickgrote.com/employee-performance-appraisal-rating-labels/ Smoothing the Consequences of Miscounduct with Accountability For seventy-five years, American organizations have used a fairly standardized procedure to handle familiar personnel problems such as absenteeism, poor performance, and other misconduct. This approach, usually called “progressive discipline,” provides for an increasingly serious series of penalties — reprimands, warnings, suspensions without pay ... http://www.dickgrote.com/positive-approach-to-employee-performance/ Creating a Link Between Company Success and Employee Accountability In America’s best-run and most-admired organizations, employee performance appraisal is a vital and vigorous management tool. No other management process has as much influence on individuals’ careers and work lives. Used well, employee performance appraisal is the most powerful instrument that organizations have ... http://www.dickgrote.com/employee-performance-appraisal-%e2%80%94-an-ideal-system/ There are certainly concerns about the forced ranking process I mentioned last time. Turns out, most of those concerns are actually benefits. First objection—it’s arbitrary. Well certainly using a predetermined distribution (like top 20 percent, vital 70 percent, and bottom 10 percent) is arbitrary—and that’s its great value. Using fixed and ... http://www.dickgrote.com/the-rationale-for-forced-ranking/ Here’s a way to improve performance appraisal. And a way not to. First, we need to forget about 360-degree feedback, at least for performance-appraisal purposes. Certainly, 360-degree feedback may have a place—a minor place—in helping people get a better understanding of their development needs. But it has no place in conventional ... http://www.dickgrote.com/360-degree-feedback-and-forced-ranking/ So far we’ve considered a couple of key issues. First, we agree that getting accurate performance information to people is an important ethical responsibility of leadership, even though a lot of managers don’t like the process their company asks them to use. Second, we realize that there are some bumps ... http://www.dickgrote.com/how-to-mend-performance-appraisal/