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360 DEGREE FEEDBACK

360 Degree Feedback - Worth the Hard Work!

Let's be honest, receiving the results of 360 degree feedback for the first time can be a bit like walking into an "End of Season" sale.  Racks and racks of items as far as the eye can see....you might even experience a bit of vertigo!
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PERFORMANCE MANAGEMENT

Save the Self Appraisal in Employee Performance Evaluation

Employee Performance Evaluation is here to stay! In fact, more feedback and discussion about performance is what employees want and what organizations need. 
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PERFORMANCE MANAGEMENT

Canned Performance Evaluation Comments are the SPAM to Our Filet Mignon

We are living in a recommendation reality. Linked In suggests people I need in my network, Amazon has another must-read Leadership book for my Kindle, and iTunes seems to know I would like an iPad version of Fast Company. And this is only in the business realm – of course Pandora selects my music, Netflix my movies, and Groupon my new neighborhood hangout. It’s true, I’ve grown quite comfortable letting algorithms guide my decision-making, but I do have standards. I will never, EVER, let a software application tell me what performance feedback to provide one of my team members of colleagues.
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HR SOFTWARE

Make the First Move in Succession Planning

The recent SHRM poll on succession planning has received a great deal of social media attention over the past few weeks. 
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360 DEGREE FEEDBACK

The 360 Degree Feedback Tug of War

The 360 Degree Feedback debate rages on..... In a recent blog post, 4 Risks of Linking 360-Degree Feedback to Performance Appraisal and/or Compensation, the author makes the argument that 360 degree feedback cannot be used for performance appraisals or compensation. She makes several points, including:
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360 DEGREE FEEDBACK

Top 10 List - Reasons for Rejecting 360 Degree Feedback

Feedback is a Gift! I am sure that we have all heard that saying or even said it a few times ourselves.  Receiving 360 degree feedback can be a powerful developmental action, but that does not preclude individuals from having defensive reactions when they receive their feedback summary.
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PERFORMANCE MANAGEMENT

The Many Faces of Performance Appraisal Discussions

Part of coaching for ongoing performance improvement is being able to effectively provide performance feedback.  Managers must be able to communicate feedback, during ongoing coaching and in performance review discussions, in a way that facilitates awareness and acceptance in order to encourage behavioral change. In his whitepaper, The Five Faces Managers See During Performance Reviews, Kris Dunn (www.hrcapitalist.com) writes about various “faces” or personas of employees that managers may encounter during performance review and/or coaching discussions.  The Diva thinks that he is an exceptional performer.  He is likely a high performer in one or two areas but also has some significant development needs. He really does not think that he has much to learn from his manager and can negatively impact team performance due to his poor self awareness. The Deflector thinks that she has been dealt a bad hand.  She has an external locus of control.  As such, there is no point in trying harder because too many things are in the way of her success. The 9 to 5’er is looking to work 40 hours a week and can be easily annoyed when asked to do more. He is looking to meet expectations within the hours available and does not have interest in putting forth any extra effort. The Upwardly Mobile/Unsure seeks to excel but is unsure of what she wants in her career. She puts forth extra effort and seeks feedback, but may get bored if not provided with career direction. The Star is one of the best performers in the company. She regularly exceeds expectations and chooses when to influence others.  She is not sure that she has anything to learn from her manager. I am sure that we could all add a few more characters to this list!  Nonetheless, the personas embodied by these five represent some of the challenges managers face in their role as coaches. No wonder performance appraisal gets such a bad rap. Reinforce Ongoing Performance Management
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SUCCESSION PLANNING

Is it a Secret? Communicating Hi-Po Status in Succession Planning.

Whether or not to communicate a leader’s “high-potential” status, as identified through the succession planning process, is one of our clients’ most frequently-asked questions. There are many valid reasons for apprehension here:
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HR SOFTWARE

Summer Sampler: Pick Your Own Performance Management System

Every now and then I take a break from providing consulting and project management services to our clients and have the opportunity to speak to a prospective client who is in the market for a performance management system. It is truly a welcome opportunity as I have the chance to talk about the one-of-a-kind HR software systems we create for our clients. I have found that people are usually very pleasantly surprised, as all too often they are dealing with a less than optimal process that was compromised due to the limited capabilities of their current performance management software.
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SUCCESSION PLANNING

Increase Innovation and Growth through Succession Planning

At a time when most organizations are straddling the line between recession and recovery, talent strategy is as important as ever. Much has been written in the last two years about how organizations should leverage succession planning to ensure successful emergence from these challenging economic times.
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