Performance Management Training
Increase Results Through Performance Management
- Your evaluation process doesn’t have internal credibility
- Individual, department and company goals are not in line
- Some employees actually have competing goals
- Most evaluations end up becoming arguments or disagreements
- Employees don’t receive proactive or constructive feedback
- Employees don’t accept accountability or responsibility to improve
- Our evaluation form is too long and too complicated
- Evaluation interviews take too much time
- Employees really aren’t sure exactly what to do to earn a high evaluation rating
- Managers and supervisors haven’t received effective performance management training
Deliver Evaluations That Really Improve Performance
- Managers and employees don’t by in to your evaluation form or process
- Inconsistency in evaluations generates gossip and perceived favoritism
- Employees feel that evaluations aren’t fair or balanced
- Managers procrastinate at doing evaluations because the whole process takes too long
- Evaluation reviews turn into arguments and hurt feelings
- Most managers don’t like to judge their employees
- The evaluation form is too long, too complicated and too hard to fill out
- Most companies don’t have performance standards or goals
- There’s too much paperwork involved in evaluating employee performance
- Employees feel the evaluation just points out what they’re doing wrong
- Managers and supervisors haven’t received effective performance management training
- August 3, 2020
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