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.…
In 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.
- Clarifying goals and expectations
- Establishing a culture of execution
- Improving your work environment
- Key time management principles
- Managing remote workers
- Recognizing and rewarding employees
- Leveraging performance management tools