Reimagning the Employee Performance Review - Workology

Reimagning the Employee Performance Review - Workology Why Performance Reviews Aren’t Effective I need to make a confession about performance reviews: I hate them. I have colleagues in HR who see them as a necessary evil and some who even find them valuable. As for all the supervisors I have worked with during my HR career, I have never heard a single one get excited about having to write reviews, and I have rarely ever met an employee who looks forward to getting a review. When most of us really don’t like the traditional performance review, why do we stick with the old system? It is time to reimagine the performance review. Why Performance Reviews Aren’t Effective As an employee, I found the whole performance review process stressful. I’m sure most everyone can relate to this feeling. Whenever the time of year would arrive for my last boss to schedule a performance review meeting, I would get butterflies in my stomach and lose sleep thinking about all the horrible things she would bring up about my performance during the last 12 months. Of course, I would go to the meeting and find that my fears were completely unfounded. Plus, if I had thought about it, my boss gave me feedback throughout the year, so she had really already given me a preview of what would be included in my review. My anxiety with performance reviews comes from the idea that an entire year’s worth of work could be distilled down to a few pages and an hour-long meeting. A manager scores performance in areas like teamwork, job knowledge and productivity. Performance for the whole year is summed up in a number and sometimes just a sentence or two to support that number. This does not seem like a very good representation of 12 months of work. Accuracy Problems with Performance Reviews Not only does the traditional performance review seem to be a limited method for conveying a whole year’s worth of feedback, it is not always accurate. Managers are sometimes afraid to give honest feedback and avoid scoring people low because they fear having a difficult conversation with an employee about their poor performance. Some managers may be harsher than others. If your company bases raises on performance review scores, this could disadvantage employees who work for such a manager. It is nearly impossible to make sure all managers are using the same standards for scoring employees. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} When a poor performer gets a good review, it makes discipline and termination a challenge. The employee may say, “I don’t understand. All my reviews have been good.” Managers may also feel rushed to get a stack of reviews done in a short period of time; therefore, they do not always put the energy into writing an accurate review. A single review may take an hour or two to write, and most managers have a lot of demands on their time that make a list of reviews a huge burden. Taking a Different Approach to Performance Reviews Defenders of the traditional review say it is a good way to document performance. It can also be used to justify employment decisions such as promotion or termination. This is great in theory, but, as I mentioned before, this is rarely what happens in practice. Reviews can be inaccurate, and they are not always the most effective way of delivering feedback. Instead of an annual document, consider having ongoing documentation of performance. A good manager should be providing feedback on a regular basis. Let employees know when they are doing a good job immediately. If an employee successfully completes a project in January, do not wait until a performance review in October to document that success. Keep a feedback log and make a quick note whenever an employee does well or if you have to coach the employee on performance issues. Make performance documentation an ongoing process rather than a once-per-year thing. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} When an employee continues to have performance issues, address them through corrective action, which includes coaching, warnings and possible termination. Issuing warnings for continued problems and serious violations will give you the documentation you need if you have to make the decision about whether or not to terminate someone. It can still be hard to discuss performance problems, but addressing one problem at a time through corrective action can be easier than trying to deliver a review that details every performance issue in the span of a year. Giving ongoing feedback takes away the stress managers feel about writing a stack of reviews, and it also alleviates the anxiety employees feel about receiving reviews. Ongoing feedback also acknowledges that our work performance is constantly evolving.

Career Corner Career Transition Survival Tip #5 - Hallie Crawford

Profession Corner Career Transition Survival Tip #5 Once in a while were so bustling putting everything in order that we neglect to take care of ourselves. However, on the off chance that youre in the midst of a significant profession change, there is nothing more significant than tuning in to your Inner Voice and watching out for all the seemingly insignificant details your body, brain and soul is requesting what's more, needs. Here are some incredible approaches to feed your entire self and remain adjusted while effectively exploring through your vocation change. 5. Emphasize the positive, kill the negative.When youre accomplishing something important and strange like changing your profession, once in a while it appears there are naysayers every step of the way, frustrating your endeavors and hurling a downer over your arrangements. This is actually what you need to maintain a strategic distance from if youre genuine about deserting your old occupation and beginning crisp accomplishing something you love. Indeed, you CAN do it, and yes there is cash to be made in practically any calling. It requires some investment and exertion to arrive, however trust me when I state that millions have showed their own vocation fate, and you can as well. The thought is to keep the Negative Nellies and other crushing impacts under control. On the off chance that there are sure individuals who appear to respond horribly when you examine your arrangements and dreams, quit offering to those individuals. Rather, center around companions and associates who lift yo ur spirits and help further your motivation these are the ones who will enable you to get where you need to be, quicker and with minimal measure of exertion. Other negative powers are unfortunate propensities, addictive and ruinous practices. Youre on an arrangement for personal growth right now at any rate, so make it an objective to stop any hurtful propensities you may at present take part in like smoking, exorbitant drinking, gorging, miserable connections, or different exercises that divert you from accomplishing satisfaction. There are such a significant number of things you can do to keep your brain, body and soul working at top execution during this energizing time of progress. Recall that, despite the fact that your present spotlight is on your profession, choosing what you need to be the point at which you grow up, and how to best explore the progress, you are as yet an individual who merits a healthy lifestyle of learning, new encounters, lone time, action and otherworldly development. Make sure to give yourself these blessings and you will feel like everything is ok, settled, and prepared for whatever comes your direction. Do you need assistance with your profession progress? Reach me for a complimentary discussion. Heres to having a vocation you love, Profession Expert

Customize this Outstanding Administrative Assistant Resume Template

Tweak this Outstanding Administrative Assistant Resume Template Tweak this Outstanding Administrative Assistant Resume Template Composing the Administrative Assistant Resume TemplateCreate Resume A protection office is a bustling spot that requires a staff that can remain sorted out and centered. Your capacity to adhere to directions and use office methodology will be a resource for any association, particularly one that has a high volume of business. To make your Administrative Assistant resume format stick out, you should feature your hierarchical aptitudes and your capacity to utilize the devices you are given to succeed.Resume Template for Administrative AssistantNicole AndersonProfessional SummaryResponsible Administrative Assistant that knows about the entirety of the desk work related with a protection business and can keep up advanced and printed copy documents. Generally known for being committed to making a productive office, having the option to adhere to complex directions and having the option to use PC programming stages. Accepts that an association can't be fruitful without a proficient staff.C ore QualificationsMicrosoft OfficeClaims Reporting Software PlatformUnderwriting Report SummariesCorrespondence ManagementClient ManagementTeam BuildingExperienceAdministrative Assistant, January 2010 June 2015Thompson Insurance New Cityland, CAResponsible for dealing with the advanced and printed version records for dynamic claimsAnswered approaching calls and conveyed messages to the proper agentsDeveloped active correspondence for operators through email and standard mailClerk, June 2004 January 2010Nash Insurance New Cityland, CACreated the companys claims documents chronicle systemResponsible for keeping filed computerized documents organizedAssisted in doing investigate ventures with agentsEducation2004 Associates Degree, Business AdministrationPale Rider Community College New Cityland, CACustomize Resume

Featured Job Director, Indirect Procurement @ Evergreen Packaging - Copeland Coaching

Featured Job Director, Indirect Procurement @ Evergreen Packaging Evergreen Packaging is seeking a Director, Indirect Procurement in Memphis, TN. The Director Indirect leads the business Indirect procurement and related supply chain function across all North American operations. This includes procurement (Indirect, Services, MRO and Capital), Operational Logistics, Site Inventory, SOP and other related Supply Chain areas. The primary function of the position is procurement. Working with peers in corporate Supply Chain (Direct procurement, Logistics and SOP), Plant Supply Chain managers and the North American Converting plant teams, the Director will proactively develop and deploy new supply chain strategies across the manufacturing facilities. Success will be shown through the development of appropriate, standardized and synchronized KPIs to measure margin enhancement, capital efficiency and additional value created. To learn more, or to apply online, visit the Evergreen job posting here.