Q: I was very unhappy with the “meets expectations” rating I received on my performance evaluation for 2018. I don’t think my supervisor has a good idea of what I do. He thinks he does, but I actually do a lot more than what he’s aware of. I’m trying to figure out how to reply to the evaluation without sounding defensive. Do you have any suggestions for what I should write in the “employee comments” section?
The annual performance review is becoming obsolete, and employees couldn’t be happier. Organizations are now abandoning forced rankings and archaic rating scales that have traditionally been used to calculate future compensation and career advancement.
For anyone not familiar, the “feedback sandwich” is a description of a way to give employee feedback. It’s shorthand for the practice of giving negative or constructive feedback by wrapping it with positive compliments (the bread that contains the meat)
Some workplace conversations are just hard to have.
Like telling two of three applicants for a promotion that they won’t be getting one. Or speaking frankly about how unproductive your company’s meetings are.
On December 14, following the SHRM Live 2016: Making the 21st Century Workplace Work virtual event, @shrmnextchat chatted with presenters Dr.
As the demand for talent continues to intensify, the year ahead will see new challenges as organizations race to innovate and refine their talent management strategies.
Dr. Michael Woodward, a member of the #SHRM15 Blogger Team, chats with Ernie Anastos about what employees fear most at work. The three fears discussed: Not knowing where they stand, automation and being too digitally connected.
Just because “everyone” used to do something doesn’t mean it was the right or smart thing to do.
That’s one of the good things about humanity – we often (although certainly not always) improve many aspects of our lives as the earth keeps spinning.
Consumption of unhealthy diversions such as sugar-loaded cereal, soda and cigarettes is way down.
Value Hard to Find
If we can get smarter about what we devour, we should be able to do the same with the disdained annual performance review. Thankfully, we are.
Trade Performance Ratings for Guidance; Link Goals to Strategy
In the same way that many believe that people are intrinsically good, I believe that people intrinsically want to succeed. There are always exceptions to the rule but keeping this at the front of my mind has helped me a ton in my HR career. Most employees want to come to work and do their best, even when it looks like they are floundering. One way we can help them do this is by creating a performance improvement plan to help them along the way.
I recently talked with my mom about getting some very rude service from a cashier at a local grocery store. Apparently, as she began putting her items on the belt, the cashier told her, “Get back! Get back!” My mom is very hard of hearing, so this confused her. By this time, the cashier was saying it in a very loud voice and other customers were looking.
There is no silver bullet for performance management: not an app, platform or systematic flow chart. It turns our that managing performance is as much about knowing your people as it is knowing the metrics of their performance.