Twelve simple changes that generate huge differences in improved communications and accomplishment of business goals
How to spend less time on evaluations while achieving more improvement
How to build a "project plan" mentality towards improving employee problems
Using performance evaluations as a key catalyst for your succession planning processes
Having conversations that motivate employees` vs doing just the opposite
How to write good but simple goals and objectives with a line of sight to business objectives
How to have a conversation in which an employee also wants to participate
Troubleshooting
How pay and rewards fit into your performance system. Because they do
Are you ranking vs reviewing? Two small, simple words yet huge improvement is in the space between those two little words
How to make sure you are not rewarding the wrong things, perhaps even more so than you are rewarding the right things
Determine what the right mix of emphasis in evaluations is. Using job descriptions, business goals and attribute improvement
Training and buy in
Create documentation that reduces, (instead of increases) your company`s exposure to legal challenges
Creating Supervisor buy in. How to get Supervisors to support, execute and even appreciate performance evaluations
Using performance evaluations as a tool to improve employee soft skills and attributes
Understand the importance between feedback that directly links to performance pay and feedback that while still important, does not link to performance pay
Rewarding display, growth and movement towards collaboration and teambuilding rather than rewarding dysfunction and political game playing
