Tags |
|
|
Links |
|
|
Digg it UP - Your Appraisal System Can Be Better - Overcome These Nine Serious Failings
Have you ever wondered if anything can get your employees to care about the work they're doing?Managers who are self-starters, who enjoy and are motivated by the work they do and the organization they work for, are sometimes puzzled by the perceived lack of motivation of their subordinates. The operative word here is "perceived", because they may, in fact, be motivated --- just not in the same way as you.If you think about it realistically, you don't necessarily want them to love the work, do you? What you expect is that they perform well on the job and contribute to the success of your department. They can do that without being cheerleaders, because everyone is motivated by something. It's a matter of finding out what it is.Here are a few of the causes that might make your people tick:• Career ambitionThese people want to move up in the world, either in your organization or another. If they can clearly see the relationship between their performance in their curre
2. Benefits of appraisals aren't properly explained.
People change when they see t
Should we believe the experts in science? In science, the predictions made by Sir Rayleigh and Lord Kelvin on heavier-than-air flying provide two famous examples of misguided intuition.John William Strutt Lord Rayleigh (1842-1919) was a leading British physicist. In 1876 he was elected as President of the London Mathematical Society. In 1879, he was appointed as the second Cavendish professor of experimental physics at Cambridge (the first was the famed James Clerk Maxwell). In 1905 Sir Rayleigh was elected President of the Royal Society. In 1908, he became chancellor of Cambridge University. Sir Rayleigh is perhaps most known for the discovery of the inert gas argon in 1895, which earned him the 1904 Nobel Prize in physics. Sir Rayleigh was also interested in flight. In 1883 he published The soaring of birds, and in 1889, The sailing flight of the albatross. In 1896, a year after making his seminal discovery, Sir Rayleigh commented, “I have not the
1. Bad experiences of appraisals.
For a senior manager like yourself, it is important to accept that many people fear and dislike appraisal interviews.
Many people have had terrible experiences when being appraised. Consequently, they think appraisals are a stick for Management to beat them with - to give them a "telling - off" and to give out extra workload. Appraisals for many people are threatening events. Many people feel their pay-rise, and continued employment, depend on performing well in a short interview. People worry about appraisers who may not like them; who have to make subjective judgements and who may have stepped "out of the wrong side of bed that day". Many people worry about their inadequacies being exposed and about being belittled.
Many appraisers (managers) have also had bad experiences when appraising their employees. They know they are expected to get people to change but don't know how. They worry about upsetting people and causing arguments. Most appraisers "know" that appraisal interviews are bureaucratic and time consuming and that the company doesn't intend doing anything with the information gleaned from them. Consequently, many appraisers and appraisees treat appraisals as a burden - a time-waster - to be completed as quickly and painlessly as possible.
2. Benefits of appraisals aren't properly explained.
People change when they see t
A frustrated business owner was grousing over lunch because a long time vendor he has depended on for a commodity service has recently had some quality issues.“Look, he said, “I live a complex life. My business is complex, my personal life is complex, I often feel pulled in many directions at once. All I ask of my long-term vendors is that they give me good service, fair pricing, and no mistakes. That way I don’t have to spend the time and energy to replace them and I can work on other, more important things.”“Recently, one of my vendors, who has preformed the same function every two weeks without fail for twenty-six years, has not shown up on the normal day and has caused me wasted extra effort and frustration. The first time it happened we called to alert them and they took care of it. The same thing happened the next two scheduled appointments though the last time we had to call them three times before they showed up and the person I talked to told me in a bored, matter-of-fa
Many people have had terrible experiences when being appraised. Consequently, they think appraisals are a stick for Management to beat them with - to give them a "telling - off" and to give out extra workload. Appraisals for many people are threatening events. Many people feel their pay-rise, and continued employment, depend on performing well in a short interview. People worry about appraisers who may not like them; who have to make subjective judgements and who may have stepped "out of the wrong side of bed that day". Many people worry about their inadequacies being exposed and about being belittled.
Many appraisers (managers) have also had bad experiences when appraising their employees. They know they are expected to get people to change but don't know how. They worry about upsetting people and causing arguments. Most appraisers "know" that appraisal interviews are bureaucratic and time consuming and that the company doesn't intend doing anything with the information gleaned from them. Consequently, many appraisers and appraisees treat appraisals as a burden - a time-waster - to be completed as quickly and painlessly as possible.
2. Benefits of appraisals aren't properly explained.
People change when they see t
Liberty League International (LLI) is well known over the internet. It has been around for a while, which is normally good. However, with LLI there are too many reasons that one should not join.I have researched the internet for over a year, evaluating opportunities. I took a long hard look at Liberty League and decided that LLI was not right for me. I used an extensive process, which I recommend you use to determine whether or not a home based business opportunity is right for you.First off, I looked for a business that has everything listed up front. LLI passes the test for this one. You are able to look at their products and understand their business model before you join.Next, I looked for a program with large income potential. You see, getting someone to a web site that offers $15 payouts is just as easy as getting someone to a website with $1000 payouts. LLI also passes this test, so I continued to look further.I then checked out all of the major forums to see what
Many appraisers (managers) have also had bad experiences when appraising their employees. They know they are expected to get people to change but don't know how. They worry about upsetting people and causing arguments. Most appraisers "know" that appraisal interviews are bureaucratic and time consuming and that the company doesn't intend doing anything with the information gleaned from them. Consequently, many appraisers and appraisees treat appraisals as a burden - a time-waster - to be completed as quickly and painlessly as possible.
2. Benefits of appraisals aren't properly explained.
People change when they see t
Many companies think that Customer Service is simple and indeed it could be argued that good service is simple from the customer's perspective. But a proper customer service strategy is hardly simple. You must take stock of your entire organization and find out all the points where your company interacts with your customers. Where you interact with your vendors and how you can improve all this interaction.Making it easier for customers to do business with you is a key, but so is making it pleasurable. This is why often business are advised to get smart about their customer service and hire a professional. Someone who can literally come in and audit all your customer contact points and see where you need improving. And it is much more than simply asking your customers and doing surveys.Doing surveys of course is important but what you do with that information after you collect it is indeed paramount. Simply collecting information and sitting on it makes no sense. You see there really i
Many appraisers (managers) have also had bad experiences when appraising their employees. They know they are expected to get people to change but don't know how. They worry about upsetting people and causing arguments. Most appraisers "know" that appraisal interviews are bureaucratic and time consuming and that the company doesn't intend doing anything with the information gleaned from them. Consequently, many appraisers and appraisees treat appraisals as a burden - a time-waster - to be completed as quickly and painlessly as possible.
2. Benefits of appraisals aren't properly explained.
People change when they see t
The Check Clearing for the 21st Century Act, more commonly known as 'Check 21', came into effect on Oct 28th, 2004. Essentially a means of ending the slow, costly and inefficient reliance on the physical transportation of paper checks; Check 21 allows banks to transmit electronic images of the check through the clearing process. While the advantage of this legislation to banks is self-evident, what is less clear to many merchants and retailers is how they can benefit and how Check 21 will affect the way they do business .How Check 21 WorksCheck 21 works by sanctioning a legal replacement for checks, called the "substitute check," which can be generated from a check image file when the paying bank and/or the check writer insists on receiving paper rather than electronic check images as proof that a payment occurred and was settled. Although the Federal Reserve regulations (http://www.federalreserve.gov/paymentsystems/truncation/default.htm ) suggest that substitute checks must be crea
2. Benefits of appraisals aren't properly explained.
People change when they see the benefits of changing. So why are so many appraisal systems introduced without spelling out the benefits? Many companies who have appraisal systems do not have the benefits written down in plain English. Benefits are not explained to new employees, and "old-hands" don't know the benefits either. Consequently, most people participate in appraisals because they are forced to. They participate half-heartedly because they cannot see the benefits for themselves.
3. Lack of consultation when appraisals are introduced or re-vamped. Frequently, personnel departments or senior management teams introduce or re-vamp an appraisal system without consulting the people who will use it. Often, what looks good in theory and attempts to be thorough, are totally impractical and irrelevant. Consequently, many people feel confused and resentful. They think appraisals are:
• introduced by the Personnel Department to justify its existence
• merely form-filling to keep senior management happy
• a way of checking on people and demanding more work
• a way of deciding on salary, wage or bonus levels.
Many people don't understand what the questions on the interview form are for. Without buy-in, many people's fears are heightened and they don't co-operate as fully as they could and should.
4. Managers aren'
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.diggitup.net/article/24104/diggitup-Your-Appraisal-System-Can-Be-Better--Overcome-These-Nine-Serious-Failings.html">Your Appraisal System Can Be Better - Overcome These Nine Serious Failings</a>
BB link (for phorums):
[url=http://www.diggitup.net/article/24104/diggitup-Your-Appraisal-System-Can-Be-Better--Overcome-These-Nine-Serious-Failings.html]Your Appraisal System Can Be Better - Overcome These Nine Serious Failings[/url]
Related Articles:
The Benefits Of Being Able To Print Postage At Home
What You Need to Know about Copywriting
eBay Fundraiser for NonProfit Groups
Bookmark it:
|