Does Your Performance Development System Really Improve Your Organisation's Performance? 
Performance Development Systems have been introduced in the belief that the system will improve the performance of staff across the organisation and, in doing so, improve organisational performance.
Documentation Is King For Performance Appraisals
Under the Fair Work Act (FWA) it is important that companies have a formalised review process. Many smaller to mid-sized companies have a less structured system, leaving it up to individual managers to decide how to conduct an appraisal at the time.
Giving Engaging Feedback
People are reluctant to give each other feedback in the workplace. On the one hand, some people hold back on giving constructive feedback as they worry about how the other person will respond. But on the other hand, inaction leaves performance problems going unaddressed and building over time.
Employ Training And Evaluation To Triumph Over Turnover
Employees are now more mobile and motivated than ever, which requires employers to work overtime to attract, keep and satisfy employees - all while labouring to run a profitable business. Business owners intent on trimming turnover should not underestimate the value of training and performance evaluation.
Removing The 'Threat' Of Performance Measurement
If the employee benefits from performance monitoring, the job wins and your company gains too. All three of these positives can be realised by any willing manager!
Management By Wandering Around - Performance Plans
I am yet to find a more effective way to ensure people perform at optimum levels on a consistent basis than Management by Wandering Around (MBWA), originated by Tom Peters.
A Checklist For Introducing 360 Degree Feedback
For an organisation to evolve, the people working in it need to adapt. 360 degree feedback is playing an increasingly vital role in the change process.
Feedback - Your People Need It
Ideally you will have a performance management system that incorporates WHAT people need to do through a job description and HOW they are to do it through core competencies and behaviours. However, whether you have that in place or not, early setting of expectations and provision of feedback is essential.
Ensuring Accurate Assessment In Performance Management
Exceeded expectations. Achieved expectations. Did not meet expectations. How many companies are aware that their current performance management system may be failing to correctly assess and reward employee performance?
Feedback That Engages All Ages
Giving feedback to employees, both positive and negative, is vital to creating an engaged workforce. So how can you deliver feedback to suit the varying needs of the generations?
Tips For Successful Performance Reviews
The following 10 tips are designed to help you prepare for your next performance review process.
The Problem With Time Management
In the same way that you coordinate the schedule in your PDA and your laptop with the one in your desktop computer, you need to continually coordinate with your bosses to ensure that you are clear, on track, and working from the same plan.
The 10 Commandments Of Performance Improvement
Performance management and the improvement of employee performance are hinged on all levels of management accessing and implementing processes, which effectively assist staff and, in turn, the company, achieve specific and measurable outcomes.
Becoming An Employer Of Choice
Open communication through feedback.
Staff Performance Appraisals
Aligning the company objectives with employees' performance.
Feedback: Truths And Myths Of 360s
"Understand thyself, improve thyself and then improve the bottom line" is a pervasive notion in today's business world. At the root of this idea is self-awareness; in the business world this means knowing your strengths and weaknesses so you can play up the former and work on the latter.
Performance Management On A Shaky Foundation?
Renovate, restore, remodel – or tear it down?
Considering Linking Performance Reviews To Competencies?... Think Twice.
Thanks in large part to the various corporate scandals now in the public eye, many organizations have begun to focus on HOW work gets done, not just on bottom line results. When we talk about the HOW, we are talking about competencies. This means that competency models are now receiving greater attention than ever before.
The Future Of Performance Measurement
Today the problem is not that the wrong things are being measured, but that too much is being measured. Executives appear to be obsessed with quantification.
Non Financial Measures - Making Them Meaningful
“What gets measured gets done” said Tom Peters and it makes sense. Measures such as dollars, dates and percentages are relatively easy but when it comes to results that don’t lend themselves to these measures, it becomes a little more difficult.
Feedback
Think of the last time you gave someone feedback. Was it detailed? Specific? Spontaneous? Unexpected? Positive? These are the types of feedback people need to improve in their work roles. In addition, it needs to be frequent - and preferably in conjunction with the behaviour.
It's All About Performance - Or Is It?
Donald was the best sales executive they had. He consistently met or beat targets but in the end they restructured and made him redundant. Why? No one really liked him. He upset his peers, staff and customers. He did not "fit". Sound familiar?
Having Trouble With Your Staff Staying Results-Focused?
Having a staff performance management system in place in your business assists in promoting the skills and motivation of employees and also keeps staff results-focused.
Performance Review Meetings
Many managers dislike the process of employee reviews. They see them as a necessary part of their role as a manager.
Performance Management - Does Sport Do It Better Than Business?
Yes it does!