By gandhi14 on April 8, 2009
Your organisation probably has an established schedule for performance appraisal interviews. When a person is not performing however, you cannot afford to wait for the next planned appraisal. You need to talk now!
There is scarcely an employee who does not need a constant answer to the question: How am I doing? And there are [...]
Posted in Communication
By gandhi14 on April 7, 2009
If only changing behaviour were as simple as sending people on training courses and having them come back fixed! The process is not ever that simple, but it can be broken down into a number of steps, each one easy to define and in practice fairly straightforward to manage.
The steps described below define evaluation [...]
Posted in Human Resources
By gandhi14 on April 7, 2009
If you are not talking about the right problem when you carry out a performance appraisal discussion, no amount of talking will solve the problem! Performance problems can be complex and it is important to know how to get down to the real issue.
Performance problems occur at three different levels. The simplest is when you [...]
Posted in Leadership
By gandhi14 on April 7, 2009
Animal trainers use it. The research supports it. You know it is the right thing to do. If you really want top performance from your people, give them the one thing most likely to help them deliver. Give them positive feedback.
Positive feedback is the simplest and most effective means of improving performance ever! It involves [...]
Posted in Communication
By gandhi14 on March 10, 2009
Do you have a manager who storms into your office to tell you what he thinks has gone wrong and how he wants you to fix it?
When he has gone, without asking you what you think of the problem or what ideas you might have for fixing it, you may decide that the solution [...]
Posted in Communication
By gandhi14 on March 10, 2009
Human Resource Departments have become very competent at designing excellent performance appraisal processes and documentation. They contain goals and objectives, inputs and outputs, competencies and areas for improvement, all rolled up in a performance contract.
No wonder that managers complain of the time and effort the process takes! No wonder either, that both managers and [...]
Posted in Communication
By gandhi14 on March 10, 2009
Performance review discussions ought not to be so difficult. The relationship between manager and employee is clearly defined. Objectives, standards required and action plans are usually in place.
So why is it so difficult? Why does it so often end in argument and conflict?
Much of it is due to the way in which the [...]
Posted in Communication
By gandhi14 on February 19, 2009
Influence is about empowerment. How often have you felt disempowered and frustrated because you were unable to influence people or events? Influence is also about change. When you influence someone through feedback, you are offering them the opportunity to use the feedback as a basis for changing their behaviour.
Follow the six guidelines below to use [...]
Posted in Develop Your Skill
By gandhi14 on February 19, 2009
How can you possibly manage someone above you? You do not have their experience or skill. You do not have authority over them. You cannot give them instructions. If you try it and get it wrong, it could be career limiting!
On the other hand, it is possible for you to influence anyone with whom you [...]
Posted in Develop Your Skill
By gandhi14 on February 19, 2009
You walk into your office and a colleague says: The boss is looking for you. He wants to talk to you. I guarantee that you, like 90% of people, will immediately think: Oh dear, what have I done wrong!
Most people assume that feedback is negative. All of us want to know how we are doing, [...]
Posted in Develop Your Skill
