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Performance appraisals often leave companies and employees dissatisfied; the continuation of this methodology remains a mystery. Performance appraisals don’t drive careers and are an incidental effect of other dynamic systems.
In essence, appraisals are the paper-shuffling ritual that sanctifies decisions already made. Learn why it’s a legal myth that performance appraisals protect you from litigation; why appraisals instinctively focus on weaknesses, not strengths; why annually is too infrequent to evaluate and provide feedback to staff;and how the process can be improved and be more meaningful.
Identify how to conduct an After Action Review.
Recognize the fundamentals of Peter Drucker’s Manager’s Letter.
Identify why knowledge workers are different.
Identify how to reward knowledge workers for the value they create, not the time they spend.
Recognize how not to demotivate your workforce.
Determine the real difference between efficiency and effectiveness.
Annual performance appraisal replacements
Key predictive indicators
Innovative compensation plans
Implementing Peter Drucker’s Orchestra
Secrets of the “gifted boss”
A better idea than classifying people as Gen X, Y or Z
Executives, directors, managers and supervisors.
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