Advice and Suggestions

By Steve A. Watson - Performance appraisals and reviews work best when employees take them seriously and participate actively. Learn how to motivate your employees to be full participants in the process and work as partners. (Added: 5-Aug-2004 Hits: 1005 )

By Steven A. Watson - Getting your employees to take performance evaluations seriously can be tough, especially if the appraisal process has been executed poorly in the past. Here's some advice for helping your team recognise the importance of their evaluations. (Added: 21-Dec-2005 Hits: 647 )

By Dennis E. Coates - A large, exclusive retirement community began using performance appraisal several years ago. Although the completed appraisals are kept on file, their only practical use has been to determine the amount of an employee's salary increase. The problem is that managers are given quotas for the increases, so they award ratings more to justify the increases than to record an evaluation of performance. Consequently, many employees complain that their evaluations are inaccurate and unfair. Every year this process stirs feelings of stress, anger and distrust that linger for months. (Added: 21-Dec-2005 Hits: 343 )

By Robert Bacal - Many managers stop doing performance management and employee reviews when salary is no longer tied to the results. Bad idea. Here's why. (Added: 16-Oct-2006 Hits: 648 )

By Heidi Spirgi - Often performance management is initiated and driven (and controlled) by the wrong people in the wrong departments. Who should drive performance management initiatives? (Added: 11-Jul-2007 Hits: 707 )

By Robert Bacal - Managers are often concerned that employees asked to self evaluate or self appraise their performance will tend to be more lenient, or evaluate themselves in an artificially positive way. It's a realistic fear but it's often not true. Learn why. (Added: 21-Oct-2006 Hits: 661 )