Learn the eight reasons why the old-school performance review process doesn't work with today's employee. Plus, uncover the three hallmarks of any great performance improvement program.
- The old-school performance review process,…where employees are annually ranked on a one to five scale…in various performance categories,…still exists at many companies.…But this process is deficient,…and here are eight reasons why.…First, it doesn't separate the employee from the system.…In other words, an employee may be doing…the best job they can, but the system does not…allow them to succeed.…
Perhaps they're subject to poor hiring, coworkers,…managers, instruction, tools, training,…or other variables out of their control.…Second, many performance reviews reflect cronyism,…baggage, and office politics, since they can…so easily be manipulated.…Third, nobody likes to do performance reviews,…nobody likes to get them, and therefore,…they're seldom, if ever, done in time.…
Fourth, in my experience, is managers usually play it safe…and give reviews in the middle.…They don't give low scores when they should…because they don't want to upset the employee…or generate conflict, and they also recognize…that poor performance may reflect their management style.…
Author
Don Phin
Released
3/17/2018In this course, join HR expert Don Phin as he shares strategies for creating a culture that encourages high performance as well as best practices for improving employee performance in the modern workplace. Don covers techniques for setting clear expectations, delegating tasks, and managing remote workers. He also explains how to get to the root of poor employee performance and coach both high-performing and low-performing employees.
- Determine the most efficient processes to use when selecting a new hire.
- Apply knowledge gathered from employee feedback to enhance overall efficiency.
- Identify an example of an appropriate workspace.
- Define “emotional quotient” and explain how it relates to employee performance.
- Recall effective strategies for addressing poor employee performance.
- List three benefits of using performance management tools.
Skill Level Beginner
Duration
Views
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Introduction
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Welcome3m 4s
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1. Foundations of Good Performance Management
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A new approach emerges5m 47s
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Setting clear expectations4m 31s
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2. Best Practices for Improving Performance
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Time management3m 16s
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Effective delegation3m 32s
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Focusing on team efforts2m 12s
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Managing remote workers2m 36s
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3. Performance Strategy
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Managing the poor performer3m 17s
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Coaching2m 52s
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Conclusion
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Next steps1m 24s
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Video: A new approach emerges