How To Take The Pain Out Of Performance Reviews

Written by Lora J Adrianse

The Painful Approach For many years, "performance management" was of an annual event dreaded by bothrepparttar management andrepparttar 119527 workforce. For a week or two every yearrepparttar 119528 manager would virtually isolate himself and ponderrepparttar 119529 stack of review forms staring him inrepparttar 119530 face. Chances are there was very little data tracked, so he'd try to rack his brain forrepparttar 119531 past year so he could "evaluate" his employees. Inrepparttar 119532 meantime, a silent tension was building within each ofrepparttar 119533 employees. Always anticipating a "surprise", they had no idea what to expect. After all, "how far back couldrepparttar 119534 manager remember?" and "what will he remember?" Regardless ofrepparttar 119535 outcome, everyone would breathe a sigh of relief when it was over.

It's Different Today Today more than ever before,repparttar 119536 entire performance management process is inrepparttar 119537 spotlight. Companies need factual, reliable systems to make tough business decisions. Performance management data is being used not only to measure individual performance, but also to measure benchmark strength,repparttar 119538 potential human capital, andrepparttar 119539 performance of segments withinrepparttar 119540 company. It's all crucial today, and it's here to stay.

The timing is perfect for managers to optimize performance review processes and engage each employee inrepparttar 119541 process.

The Possibilities Imagine what it would be like ifrepparttar 119542 annual performance review process transformed into an annual strategy session. No tension, no getting blindsided and no negative energy. A time forrepparttar 119543 manager and employee to come together to reflect onrepparttar 119544 past year, formally acknowledge accomplishments, strategize development opportunities and identify goals. Yes, there would still be a fair amount of time involved, but wouldn't it be worth it if bothrepparttar 119545 manager andrepparttar 119546 employee could walk away feeling good about it?

Creating a partnership approach torepparttar 119547 performance review process not only produces powerful results, but also empowers employees. By proactively contributing torepparttar 119548 process, employees feel more in-control, and are motivated to perform better and achieve more.

How To Create A Partnership Approach To Performance Management

The First Ground Rule As with most new processes, communication isrepparttar 119549 essential factor that can determinerepparttar 119550 success or failure of your initiative, and especially a change. So,repparttar 119551 ground rule is, communicate openly, honestly, often, and completely.

Getting Started Start with communication to your team. Tell them what, why, and especially, what's in it for them. Then schedule a series of meetings with them to work throughrepparttar 119552 details as suggested below. It's extremely beneficial to get a volunteer to documentrepparttar 119553 outcome of each meeting. Afterrepparttar 119554 meeting sendrepparttar 119555 document back torepparttar 119556 group to confirm and/or clarify agreements.

Create a Positive, Upbeat, "Can-Do" Workforce and Dazzle the Customer with Your Caring!

Written by JoAnna Brandi

Givenrepparttar choice of dealing with a positive, upbeat employee with a "can-do" attitude or dealing with a disgruntled, distracted, uninterested one, which would you choose? No contest. Customers always wantrepparttar 119526 best experience possible; they want it to be easy and pleasant to do business with your company. Enterrepparttar 119527 real challenge of "Relationship Management,"repparttar 119528 relationships. Until all of our business is done electronically, and much of it might be, managers, in addition to making surerepparttar 119529 work gets done, still need to be concerned withrepparttar 119530 performance ofrepparttar 119531 most important link inrepparttar 119532 customer connection - people.

Whether answeringrepparttar 119533 phone, fixing equipment, selling a product or reconciling an unpaid invoice,repparttar 119534 quality ofrepparttar 119535 interaction between one human being and another is what will be judged byrepparttar 119536 customer to determine how much you care about them and their business. Ifrepparttar 119537 state of your relationship skills does not equal or exceed your sales and marketing skills, your "lifetime" relationship is in danger.

As a manager you should know that survey after survey reports that people prefer to do business with a positive, upbeat person. As a customer, you instinctively know that people want to do business with people who enjoy what they are doing, are having a good time doing it and genuinely care about being able to help you solve your problem, or achieve your goals. So, here are some tips on creating a more positive, up-beat, can-do work force.

1. Remember,repparttar 119538 best teacher is a good example. First examine your own behavior. Are you walkingrepparttar 119539 positive talk or are you mumbling beneath you breath, "3 more days 'til Friday." Take great care to listen to your own language. Do you frame things inrepparttar 119540 positive, or do you often start your sentences with "No." Do you say "Yes, but.." a lot, negatingrepparttar 119541 first half of your sentence with your last? If so, purchase a copy of "Learned Optimism" by Martin Seligman for your corporate library and inhale it. Then pass it on. Optimistic people adapt easier to change, are more creative, have more fun and are healthier then pessimistic ones. They live longer too. Think about it, looking for innovation? Think optimism, that's one way to get there.

2. Learn (and teach)repparttar 119542 power of positive self-talk. Often our internal chatter is negative. Reprogram your own chatter and then listen carefully for signs of it in others. When you hear someone saying, "Boy am I stupid," gently coach them away from that attitude by replying with "Don't be so hard on yourself, you're not stupid. You may have made a bad decision, we all do, from time to time, let's talk about that, what you've learned, and how to avoid it inrepparttar 119543 future." Our bodies respond to our self-talk, if we tell ourselves we are disorganized, we behave just that way. Tell yourself, with conviction, you are an organized person, andrepparttar 119544 behavior will begin to change. Our brain responds literally, like our computers. Learn to replace negative programming with positive.

3. Ban Whining. One whiner inrepparttar 119545 group can bring everyone down. A whiner is like an infection - it spreads. Put one strong whiner in a room and they can turn it into a pity party. Stop it atrepparttar 119546 source. Learn to spot them duringrepparttar 119547 interview process. Don't hire them inrepparttar 119548 first place, unless you are prepared to keep vigilance over their behavior and attempt to change it. Good luck. Whiners love whining. Put a "No whining" sign on your door.

4. Teach peoplerepparttar 119549 art of "win/win." In our competitive society we have a win/lose mentality. This may be a good strategy to fill a sports stadium, not a good way to run a company. Help people to understand that thinking "Win/Win" opens uprepparttar 119550 possibility for new solutions. Remember, inrepparttar 119551 21st century, it's innovation and creativity that will give usrepparttar 119552 edge, innovation comes from open minds and "possibility thinking."

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