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Summer 2007
Performance Management Guidelines
Professional Development Plans
How Full Is Your Bucket?: Book Review
A Survival Guide to Managing Employees from Hell: Book Review
The Carrot Principle: Book Review
"People can be encouraged to change, but if the structure of the system in which the individuals work does not support them or allow enough flexibility, improvement efforts will fail.
Similarly, if the organization's governance, policies, structures, time frames, and resource allocation are changed but the individuals within the organization do not have opportunities to learn how to work within the new system, the improvement effort will fail."
~Todnem & Warner
800.987.5582
The sign of a successful performance review is an employee who leaves the meeting feeling motivated and excited about his or her job. If the employee's job satisfaction needs are unmet, it's less likely they will be motivated to focus on your goals for the company.
But if an employee feels acknowledged, appreciated, and fairly rewarded for past efforts, he or she will indeed become a valuable asset to the future success of the company.
Professional Development Plans
There are as many approaches to performance management as there are companies, but one positive shift we've noticed is that more and more of our clients are integrating professional development plans into their evaluation process.
This is a great way to ensure that the goals of your employees align with those of your organization--and that's a great way to increase employee retention and cut down on expensive turn-over.
In addition to your standard evaluation forms or criteria, ask your employees to map out their own professional goals as they pertain to their current position. The following questions provide a great foundation for their plans.
How do your responsibilities support the company's strategic plan?
What do you consider your most important contributions and accomplishments during the review period?
What competencies (skills, knowledge, or perspective) have been most important in achieving those accomplishments?
What do you need to do to enhance your performance further?
How satisfied are you with your accomplishments during the review period?
What have you learned that can be applied to the future?
© 2007 Adventure Associates, Inc.