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How to develop a perfect employee performance appraisal form. And getting the form right is essential to effective employee performance management.
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?
To be able to evaluate your own presentation as impartially as you can, make an effort to examine it from your supervisor's point of view.
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.
Appraisals can be a terrific forum for review, development and communication; or they can be a 'tick the box' exercise that is relatively meaningless.
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.
If you're looking for tips on how to fill in all those boxes on Appraisal Forms you're in the wrong place. This document outlines what the Appraisal Process is designed to achieve when well implemented.
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.
Self evaluations or appraisals of your job performance can easily be viewed as a tedious or frightening task. In today's tough job market it's more important than ever to take this process seriously, but it doesn't have to be intimidating.
Do it Every Day to Improve Your Management and Avoid Boring Paperwork. Performance Appraisal often strikes fear into the heart of the most intrepid manager. It's associated with in depth interviews, filling out complicated forms and planning career development. No wonder it scares people. But if you do it every day, it's a breeze.
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.
Face the facts: Creating a new performance appraisal system is a difficult undertaking. It's even more difficult if the organisation doesn't have a logical, well-tested, step-by-step process to follow in developing their new procedure.
Many businesses today have appraisal processes in place, and if they don't they probably soon will. But, do appraisals work? I
The annual performance appraisal is an opportunity to enhance employee performance and create greater success for the company and the individual.
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