Performance
reviews are no fun. Whether they’re annual reviews with a manager
or 360 peer reviews, they’re unwelcome aspects of any job. Although
360 reviews seem like they would be the perfect complements to
standard annual reviews, they have the potential to wreak havoc on
morale, productivity and employee retention.
A few 360 Review best practices couldn’t hurt.
Joe Folkman, president and co-founder of Zenger
Folkman, shared his ideas, in an email interview, for how to
create a 360 review...Continue Reading »
Two
weeks ago we began to explore how the
7 Habits of Highly Effective Peoplecan
apply to the big, wide-world of training. Today we continue
the journey, starting with habit four. (Curious about what habits one–three look like
through the eyes of training? Check
it out!)
HABIT #4—Think Win/Win
American Idol, The Bachelor, The Super Bowl...every where we turn,
we see competition. Someone wins and someone looses
(Win/Lose). Even in the training classroom we see
competition. Learners can be...Continue Reading »
In times when every penny counts, there is more demand on training
managers to “prove” that training has paid off. Most
organizations follow Kirkpatrick’s 4 Levels of Evaluation:
The immediate feedback: The smiley sheets at
the end of the training program where participants respond to
questions on trainer, training materials, facilities and other
aspects of the training
Improvement in knowledge: This measures to
what degree training has improved the conceptual knowledge of the
participants
Most
of my posts have centered on marketing research or the use of
survey techniques to measure marketing phenomena. However, survey
research has applications well beyond the measure of customer
satisfaction, brand awareness or even employee relations. The use
of surveys to gather opinions, usage and attitudes has been a
hallmark of social research since the last century.
The dismal science, aka economics, long a bastion for the analysis
of ‘hard’ economic data makes use of surveys to assess...Continue Reading »
While searching for this week's TedTalk inspiration, this title
jumped out at me: Let's Simplify Legal Jargon! I
agree 100%. Let's just speak in plain English that's understood by
everyone, not just those with law degrees. During this talk, Alan
Siegel discusses how difficult it is to understand what's going on
in our legal system, how we should not allow the government to
communicate the way they communicate.
This is true, the government should make it so that every Tom,
Dick, Harry and Sue can...Continue Reading »
The
need for personnel evaluations cannot be overstated. Nor can
their value. No one will dispute their unpleasantness;
however, managers who really care about their employees and their
companies want to give feedback. More than that, they want to
give feedback that helps their employees improve. Knowing
how to do that poses quite a challenge sometimes.
Most people get called in for their dreaded employee
appraisals once a year. Those who get them twice a year can
actually consider themselves lucky. Feedback is important and if
the only time any is forthcoming is during a formal personnel
evaluation, then you could be in trouble.
In her article,
For a Better Career Outlook, Look Inward, Sharon Daniels
recommends doing a self-assessment well in advance, to include
soliciting honest feedback from co-workers and even your boss.
People often don't...Continue Reading »
If you are in human resources, then you know that being more than
half way through a year means that employee evaluations are soon to
begin. Employee evaluations, especially 360 feedback forms, are a
great way to gauge employee performance. It allows a manager to be
able to see how their employee's peers see the employee's
performance as it relates to them individually as well as on a
team. However, it is equally important to ensure that there
are qualitative and quantitative criteria by which...Continue Reading »
One of the most important aspects of a productive work environment
is strong communication. From facilitating a friendly yet
respectful conversation between managers and employees to ensuring
that workers feel comfortable discussing issues in the workplace
with their coworkers, an office where people can talk to each other
is an office where people can work with each other.
Evaluating the Boss-Employee Relationship from the Employee
Perspective It's no secret that some offices
struggle with the...Continue Reading »
As you create your next survey to collect feedback from your
customers or employees, it's important to remember one crucial
piece of information: your respondents don't know
everything. All too often, I've seen the mistake of
questionnaires that assume respondents can answer every question on
the form.
Surveys are not multiple choice exams; they are simply ways to
measure how well your company is performing and identify areas for
improvement. So a "guess" of an answer actually does more harm...Continue Reading »
Performance
reviews are no fun. Whether they’re annual reviews with a manager
or 360 peer reviews, they’re unwelcome aspects of any job. Although
360 reviews seem like they would be the perfect complements to
standard annual reviews, they have the potential to wreak havoc on
morale, productivity and employee retention.
Two
weeks ago we began to explore how the 
The
need for personnel evaluations cannot be overstated. Nor can
their value. No one will dispute their unpleasantness;
however, managers who really care about their employees and their
companies want to give feedback. More than that, they want to
give feedback that helps their employees improve. Knowing
how to do that poses quite a challenge sometimes.
Most people get called in for their dreaded employee
appraisals once a year. Those who get them twice a year can
actually consider themselves lucky. Feedback is important and if
the only time any is forthcoming is during a formal personnel
evaluation, then you could be in trouble.
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