Tags |
|
|
Links |
|
|
Suggest You - Tips for Performance Reviews
You've had successful interviews and you are ready to start work. Stop. Before you accept any position, establish an acceptable salary range. You will want to establish yourself toward the upper end of the range with an agreement to add pay for outstanding work at your first review and on annual reviews.1. Do your research. Check the company'
* answer incoming calls within 3 rings
* take messages accurately and pass them on quickly
* type at a rate of 25 words a minute
The more measurable a Key Performance Area, the better.
Some other measurable Key Performance Areas include:
* number of sick days
* number of absent days
* number of instances of tardiness
* number of customer complaints
* number of customer compliments
With election season here, raising the minimum wage is a hot topic. This got me to thinking about freelance writers – severely underpaid professionals, in my humble opinion.Freelance writing is a profession where competition is fierce – so much so that many of us work for far below the minimum wage. So, I want to propose a minimum pay scale fo
Performance reviews can be useful for motivating employees, but only if they are accurate. An inaccurate review, which fails to recognize the employee's value to the organization, can be worse than no review at all.
If a performance review fails to take note of an employee's shortcomings, it won't be taken seriously.
If an employee consistently performs poorly, it's vital to document this, as well as any corrective action that is taken.
Your staff may be genuinely unaware that their performance in some areas is poor (or exceptional!), unless you tell them.
Most employers conduct performance reviews annually, in order to decide on salary increases and bonuses. Since performance reviews should build on previous reviews, it's better to conduct them more regularly - every 4 months is a good frequency.
Employees thrive on feedback, and regular performance reviews provide a consistent framework for providing positive reinforcement.
Under-performing employees can also benefit. Regular reviews can identify weak performance areas, and allow you to set clear goals and expectations, and to coach and mentor the employee to improve their performance.
Objectivity is vital. You need to concentrate on measuring performance, and not on quirks of personality.
The performance review should relate directly to the employee's job profile - your employees do have job profiles, or job descriptions, don't they? The job profile should identify the Key Performance Areas for the job. For instance, some Key Performance Areas for a receptionist might be:
* answer incoming calls within 3 rings
* take messages accurately and pass them on quickly
* type at a rate of 25 words a minute
The more measurable a Key Performance Area, the better.
Some other measurable Key Performance Areas include:
* number of sick days
* number of absent days
* number of instances of tardiness
* number of customer complaints
* number of customer compliments<
The Internet is a very useful tool for job seekers as it is a great source of information. Also, taking into account of a more wired world, getting online has never been easier. People can cost-effectively get Internet access in public libraries at broadband speeds. But with the fear of information overload, many job seekers do not fully utilize the ma
If an employee consistently performs poorly, it's vital to document this, as well as any corrective action that is taken.
Your staff may be genuinely unaware that their performance in some areas is poor (or exceptional!), unless you tell them.
Most employers conduct performance reviews annually, in order to decide on salary increases and bonuses. Since performance reviews should build on previous reviews, it's better to conduct them more regularly - every 4 months is a good frequency.
Employees thrive on feedback, and regular performance reviews provide a consistent framework for providing positive reinforcement.
Under-performing employees can also benefit. Regular reviews can identify weak performance areas, and allow you to set clear goals and expectations, and to coach and mentor the employee to improve their performance.
Objectivity is vital. You need to concentrate on measuring performance, and not on quirks of personality.
The performance review should relate directly to the employee's job profile - your employees do have job profiles, or job descriptions, don't they? The job profile should identify the Key Performance Areas for the job. For instance, some Key Performance Areas for a receptionist might be:
* answer incoming calls within 3 rings
* take messages accurately and pass them on quickly
* type at a rate of 25 words a minute
The more measurable a Key Performance Area, the better.
Some other measurable Key Performance Areas include:
* number of sick days
* number of absent days
* number of instances of tardiness
* number of customer complaints
* number of customer compliments
You might be wondering out aloud, "This person probably does not have what it takes to get into a partnership with me." judging by his sloppy dressing and casual demeanor. Or perhaps you might look at a shabbily dressed person with his head bowed down as he walked along the street as if looking out for coins on the road and thoughts like "Hey, he doesn'
Employees thrive on feedback, and regular performance reviews provide a consistent framework for providing positive reinforcement.
Under-performing employees can also benefit. Regular reviews can identify weak performance areas, and allow you to set clear goals and expectations, and to coach and mentor the employee to improve their performance.
Objectivity is vital. You need to concentrate on measuring performance, and not on quirks of personality.
The performance review should relate directly to the employee's job profile - your employees do have job profiles, or job descriptions, don't they? The job profile should identify the Key Performance Areas for the job. For instance, some Key Performance Areas for a receptionist might be:
* answer incoming calls within 3 rings
* take messages accurately and pass them on quickly
* type at a rate of 25 words a minute
The more measurable a Key Performance Area, the better.
Some other measurable Key Performance Areas include:
* number of sick days
* number of absent days
* number of instances of tardiness
* number of customer complaints
* number of customer compliments
Are you in a job now where you feel stuck? One that you hate? Do find that you are putting in all your time just to bring home a paycheck? If you answered yes to one or more of these questions, there are things you can do to make positive changes and the most powerful change you can make is deciding to become an entrepreneur.In surveys conducted
Objectivity is vital. You need to concentrate on measuring performance, and not on quirks of personality.
The performance review should relate directly to the employee's job profile - your employees do have job profiles, or job descriptions, don't they? The job profile should identify the Key Performance Areas for the job. For instance, some Key Performance Areas for a receptionist might be:
* answer incoming calls within 3 rings
* take messages accurately and pass them on quickly
* type at a rate of 25 words a minute
The more measurable a Key Performance Area, the better.
Some other measurable Key Performance Areas include:
* number of sick days
* number of absent days
* number of instances of tardiness
* number of customer complaints
* number of customer compliments
Fact: More millionaires owe their millionaire status to Network Marketing than any other method of business.As you read every word of this article you will become amazed at how you can easily create wealth with Network Marketing. Simply by putting into practice the same methods the most richest people on earth use.O What is Network Marketi
* answer incoming calls within 3 rings
* take messages accurately and pass them on quickly
* type at a rate of 25 words a minute
The more measurable a Key Performance Area, the better.
Some other measurable Key Performance Areas include:
* number of sick days
* number of absent days
* number of instances of tardiness
* number of customer complaints
* number of customer compliments
* number of co-worker complaints
Of course, you would have to keep accurate records of all of these, in the employee's personal file.
You should prepare a performance review form for each employee, which lists the Key Performance Areas for the job, and provides a matrix for you to record the performance in each area.
For example, you might rate the employee's performance in each Key Performance Area against a scale of 'Poor, Satisfactory, Good, Very Good, Excellent'
Performance reviews should be a collaborative process - as far as possible, the employee should agree with your assessment.
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.suggestyou.com/article/23575/suggestyou-Tips-for-Performance-Reviews.html">Tips for Performance Reviews</a>
BB link (for phorums):
[url=http://www.suggestyou.com/article/23575/suggestyou-Tips-for-Performance-Reviews.html]Tips for Performance Reviews[/url]
Related Articles:
Medical Billing - HCPCS Updates
Importance of Branding in Your Advertising Campaign
Bookmark it:
|