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Posts Tagged ‘Performance Management’

Three Ways to Motivate Underperforming Employees

TeamworkIf you’re a boss or on the rise to become one soon, listen up. There are a few ways to motivate underperforming employees who have the goods but they’re just not applying themselves fully. Here are a few pointers courtesy of a post on Inc.

1. Discover the root cause. Dig deep and you’ll figure out the solution to your problem. If the employee just isn’t a fit for the role, that’s reflective of a poor hiring decision but if the worker lacks skills, then it’s up to you to point him or her to proper resources to get trained.

Per the piece, you may need to alter your expectations, too. Look at the situation from a new perspective — how are you and the employee both responsible for his or her success? Read more

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Five Ways to Make the Most Out of Year-End Performance Reviews

reviewAs the holidays approach, of course this means we’re heading into the latter part of 2013 at full speed!

For many employees, year-end signifies that annual performance review. As per this piece on U.S. News & World Report, there are a few pointers to make the most out of it.

1. Review. Sounds simple enough, right? Compare your original job description to your current responsibilities. In the piece Robin Reshwan writes,

“Find your original job description and evaluate each line to determine how you performed. Using a scale from one to five, rank your performance in each of the areas. If you give yourself a one, it means you had little or no skill in this area, while a five ranking means you excelled beyond other peers or similarly qualified professionals. This is not a time to be overly critical, but to note at least two examples that reflect your strengths and substantiate your rankings. Average all of your scores to get an overall picture of your contributions relative to the position requirements.”

2. Reduce. Not yourself, silly. Instead of perhaps going into your year-end meeting with your boss concerned about cutbacks and staff reductions, go in there confidently. In fact, go in there prepared. Figure out how you’ve perhaps managed to reduce time or costs on the job. Maybe your attention to detail minimized errors or your incredible efficiency reduced delays. She adds, “Any measureable reduction in time or costs is a benefit to your employer and a plus for your career options.”

3. Reward. Once you’ve outlined your value and made your case, figure out what you want as a reward. Of course, we know your employer may only have so much money to go around but go into that meeting thinking about additional ways to be rewarded. Maybe it’s more responsibilities or a change in your work. Maybe there’s training you can attend to bolster your skills on the company’s dime or industry events you can attend. Ask to be included in various meetings and business trips that interest you and ask for more exposure by expressing your interest in working with different departments.

4. Request. Although it’s easy to put off the meeting and not make it a priority, get it on your boss’ calendar! Make a meeting request sooner rather than later as frenetic holiday calendars start filling up. If your boss has a dozen or more reviews to give, wouldn’t you want him or her to meet with you while they’re fresh and alert?

She writes, “If your review isn’t until January, you may request a preliminary meeting to get insight into your manager’s perspective. This pre-meeting will allow you to rectify any performance issues before the actual review.”

5. Rewrite. After your meeting, recap the discussion along with anticipated action items. This will not only ensure you’re on the same page, it will give you the opportunity to address any miscommunication before the document’s officially signed, sealed and delivered to your HR department.

Three Ways to Manage an Employee During a Personal Crisis

It happens to all of us at one point or another. A personal crisis or stressful situation occurs outside the office which can’t help but permeate the job as well.

According to a piece on The Daily Muse, there are a few ways to handle the delicate situation. Keep in mind everyone handles situations differently.

Whether it’s going through a bitter divorce or dealing with stress from a car accident, each situation has the potential to wear down the employee. Furthermore, someone may be able to simply shrug a situation off their shoulders and not let it impact them whereas others feel like the world is ending. Read more

How to Handle Negative Feedback During Annual Performance Reviews

As year-end rolls around, no matter when your fiscal year occurs, you know it equates to one thing: Feedback!

Well, if the review is not so sunny and bright, there are a few pointers to keep in mind as per The New York Post.

For starters, keep your cool. Jodi Glickman, author of Great on the Job explains, “If you can’t keep your composure, say that it’s not what you expected, that you’re disappointed and excuse yourself.” You can always continue the conversation later on when you’re less emotional.

Once reality sinks in, Dan Schawbel recommends taking stock if it isn’t your first negative review with this company. The author of the forthcoming book, Promote Yourself: The New Rules for Career Success, tells the newspaper, “But don’t quit until the new job is in hand.”  Read more

The Scoop on Crowdsourced Performance Reviews

If you’re accustomed to a traditional performance review, it may be time to adjust your thinking.

Eric Mosley, author of The Crowdsourced Performance Review, tells The New York Post the traditional annual review as we know it “remains frozen in time.”‘

He explains:

“There have been revolutions in knowledge and information management over the past 50 years, but areas within human resources, like performance reviews, have changed surprisingly little. Crowdsourcing has fundamentally changed the perception of value in the business world today. Incorporating this technology and approach to performance reviews via social recognition gives HR leaders the data they need to more accurately measure employee performance.” Read more

New Survey Reveals Strangest Things Bosses Have Asked Employees To Do (Like Surrogacy)

Ready for this one? Really, are you ready?

Good, we knew you were.

In the category of inappropriate conversations in the workplace, a recent CareerBuilder survey revealed you don’t need to look any further than the supervisor-employee relationship. Need proof? One particular boss didn’t have any qualms about asking a direct report to be a surrogate more than once, mind you.

The survey asked employees to dish and boy, did they ever. Almost 25 percent of employees indicated their bosses asked them to perform tasks that are completely unrelated to their jobs. Considering this number is rather high, it seems that it’s not unusual for a boss to get out of line. Read more

Cathie Black’s Advice on How to be the Boss

Cathie Black, former chairman of Hearst Magazines, best-selling author, advisor, investor and board member in digital start-ups and entrepreneurial companies, offered her advice on being an excellent boss to The Daily Muse.

1. Be prepared. She revealed in the piece, “Something I often tell first-time managers: You don’t have to be the smartest person in the room, but you should be the best-prepared. When you know the facts and the stats, you’ll build confidence in your own decision making, not to mention impress your team and show them that you’ve really done your homework.” Read more

Year-End Pointer to Get Promoted in 2013: Practice Your Job

You know the adage, “Practice makes perfect?” Well, as per one expert practice makes promotions.

As indicated in The Wall Street Journal, a venture capitalist in Silicon Valley rose from intern to principal in merely two years! Here’s how he did it (in addition to hard work, of course): He kept an Excel spreadsheet. He maintained it to track every hour spent during the day.

Mike J. differentiated his skills and work since not all work is created equal. As per the piece, K. Anders Ericsson, psychology professor at Florida State University, revealed that a person in a new job typically devotes time to get ramped up. After a period of time, the new employee has learned the job and reaches a plateau.

Although he or she gains more experience, the worker doesn’t get significantly better on the job itself. Read more

Got Work? Four Things Bosses Should Never Say to Employees

As we head into the thick of the holiday season, spirits may tend to be a little bit brighter and lighter at the office. That is, if you don’t have a boss who’s a Scrooge!

Maybe your boss isn’t exactly tactful? According to a piece in Forbes, there are several things a boss should never say to his or her staff.

1. Don’t Say,“I pay your salary. You have to do what I say.”  As pointed out in the piece, this one’s a no brainer. It pretty much dictates to employees and has an overwhelming sense of threat. Power plays, anyone? On the contrary, successful bosses empower their employees by leading by example and even rolling up their own sleeves to jump in and get the job done. Read more

How to Handle a Boss Who’s MIA

In our three part series concluding today about handling different kinds of bad bosses, the opposite of the micromanager rings true.

That is, the laissez-faire boss is often MIA. They don’t give directions and don’t give feedback. Although it may feel like they’re ignorant and you’re constantly playing guessing games, fret not.

As pointed out in the Fast Company piece, it’s game on: If you get unclear goals, ask for clarification. Get specifics, get deadlines, get more information. If you’re confused or don’t have all the information you need to do your job, ask. Be assertive and step up to the plate; you have no other choice.

Also, instead of waiting to complete a project only to get insufficient feedback, try scheduling progress report meetings with your boss to create face time and guidance along the way.

As advised in the piece, “Be specific about what you need and how your boss can be helpful. If your boss still ignores you at this point, look elsewhere in the organization for mentors who can provide you with some form of guidance.”

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