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	<title>Dick Grote’s Performance Management Blog</title>
	<link>http://www.dickgrote.com</link>
	<description>Employee Performance Management</description>
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		<title>Ten Tips for Creating a Terrific Performance Management System &#8211; Tip #9</title>
		<description><![CDATA[Tip #9 — Orient all appraisees.
The program’s purposes and procedures must be explained in advance — enthusiastically — to everyone who will be affected by it. They need to understand that the purpose of performance appraisal is to benefit them. 
How does it benefit them? By giving them the answers to the two questions everyone [...]]]></description>
		<link>http://www.dickgrote.com/ten-tips-for-creating-a-terrific-performance-management-system-tip-9/</link>
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		<title>Ten Tips for Creating a Terrific Performance Management System &#8211; Tip #8</title>
		<description><![CDATA[Tip #8 — Train all appraisers.
Performance appraisal requires a multitude of skills — behavioral observation and discrimination, goal-setting, developing people, confronting unacceptable performance, persuading, problem-solving, planning. Unless appraiser training is universal and comprehensive, the program won’t produce much. And be sure to stress the most important requirement of all: the need for courage.
One of the [...]]]></description>
		<link>http://www.dickgrote.com/ten-tips-for-creating-a-terrific-performance-management-system-tip-8/</link>
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		<title>Ten Tips for Creating a Terrific Performance Management System &#8211; Tip #7</title>
		<description><![CDATA[Tip #7 — Demand that appraisals tell the truth.
We all remember from our school days that some teachers were easy graders and some were tough. But allowing variable standards is unfair in an organization where a level playing field is mandatory. 
The easiest way to drive the truth into the system is to require that [...]]]></description>
		<link>http://www.dickgrote.com/ten-tips-for-creating-a-terrific-performance-management-system-tip-7/</link>
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		<title>Ten Tips for Creating a Terrific Performance Management System &#8211; Tip #6</title>
		<description><![CDATA[Tip #6 — Assure on-going communication.
Circulate drafts and invite users to make recommendations. Keep the development process visible through announcements and house organ bulletins. Use surveys, float trial balloons, request suggestions. 
Never lose sight of the cardinal principle — “People support what they help create.”
About the Author
Dick Grote has been a management consultant for almost [...]]]></description>
		<link>http://www.dickgrote.com/ten-tips-for-creating-a-terrific-performance-management-system-tip-6/</link>
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		<title>How to confront a first-rate results, appalling behavior (but vitally needed) employee</title>
		<description><![CDATA[For the past few weeks I’ve been posting my Ten Tips on how to create a terrific appraisal system. Now that the first five are up, I’m going to take a break for a week and share a question that recently popped up in my Inbox:
Mr. Grote,
I am writing to you to ask for your [...]]]></description>
		<link>http://www.dickgrote.com/how-to-confront-a-first-rate-results-appalling-behavior-but-vitally-needed-employee/</link>
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