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Performance appraisal is a method of evaluating the behaviour of employees in the workplace, normally including both the quantitative and qualitative aspects of job performance. 
These are some small suggestions that will help to reduce the awkwardness that always seems to surround the performance appraisal discussion. 
Without preparation from both supervisor and employee, a performance appraisal will most likely fail.
My 1 to 1 sessions seem to just fizzle out at the end of each one, usually because we run out of time and need to get back to the work place. How can I overcome this? 
Performance appraisals are almost universally disliked by both managers and employees, but they have to be done. Learn the most common mistakes made in employee reviews. 
How can performance appraisals be valuable if managers and employers don't understand the point? It's time to stop focusing on the past, and blaming in performance appraisals, and look to the future to improve performance.
This document outlines our thinking about what a good performance appraisal and performance management process should be.
Let people know how they're doing, give them useful feedback and ensure they are working as effectively as possible. 
Just about every manager I know - including me - has been guilty at some time or another of this 'misdemeanour'.    This is how it works. Someone on your team (let's call them Person A) does something you don't like, or is underperforming, or has rubbed you (or someone else in the team) up the wrong way.   
There's a lot of magical thinking that hovers around Performance Management that even seasoned managers succumb to: that, somehow, problems with people's performance will fix themselves without anyone having to say anything to anybody.
A robust, on-going Performance Management culture can significantly improve staff morale, productivity, motivation and the overall health of an organisation.
Good Performance Management processes should contain critical opportunities for recognition and therefore motivation. 
Springing bad news on an employee during an appraisal usually means you’ve been avoiding the day-to-day performance management of team members. So here are ten ways to nip issues in the bud before they grow.

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