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Other Added - Getting the Most from Appraisals
Effective Business Ideas Advance Your Career How can you effectively advance your career? You may have tried Goggling ‘career advancement.’ What you get is links to tests, lists, and degrees. And how these help you get headed in the right direction? Tests may say that you are good in this area and a degree may say you are qualified to start out in this area. However what tells you that you will be fulfilled, satisfied and happy in an area? Traditional career advancement planning involves setting a career goal and adding steps you need to complete so you will achieve that goal. Good sound advice and utterly wrong-headed in most cases. Of course it is important to have a goal. Without a goal and steps you will never move forward. My point is that it needs to be the right goal. Your goal should be to have a rewarding career that matches your life’s purpose; not a particular job description. Be Effective, Plan with Pu
- learn from the past to improve the future
- build on successes and strengths for the future
- recognise individuals’ strengths and abilities
- identify areas to develop skills and knowledge
- value individual contribution
- improve working relationships through clear communication
Okay, so you’re the type of person who shudders at the thought of working behind a desk in a traditional job. You want something fun. Something different. Something unique. The trouble is, you’re not sure what that is. You know what you like to do. But, you can’t get paid to do something you like to do. Right? Actually, you can, if you just think a little outside the box and think creatively.The truth is, there are interesting ways to make money and do the things you like. Think of all the dog-lovers out there who have their own dog walking and dog sitting services. They get to make money and be around their passion – dogs. (Okay, go figure, I’m a cat person.)Here then is just a sampling of 5 unique careers for unique people:1. HypnotistOkay, I’m a little partial to this one as I happen to be a certified hypnotist. You can learn to hypnotize people and help them achieve their goals. Maybe you’re into metaphysical things, or, you jus
Are appraisals worth doing? If done properly – yes. If done poorly – no!!!
Why have appraisals? When carried out properly they can achieve a number of benefits for all parties. The organisation, the manager and the appraisee can:
- establish current levels of performance, and the organisation benchmark across departments or functions,
- identify ways of improving performance, individually and collectively,
- set clear goals for the future,
- assess potential and desire for development,
- establish the appropriate means of motivation,
- improve communication throughout.
- It is an annual process
- Nothing has happened with the outcome of the last one
- There is no on-going feedback or review of progress
- Things can change in between, whether it is the manager or the job!
- The process is not taken seriously from the top
- The organisational culture views the whole process as a chore to be endured
- Insufficient preparation time or effort
- The ‘recency’ effect where only the previous 6-8 weeks are reviewed
- Too much focus on the negatives or problems of the year
- It is too subjective and too much is based on opinion
- It is too time consuming and interferes with day-to-day work
- Appraisals are just part of the salary negotiation
When you look at what can be achieved and compare the benefits with the reasons why they often fail to deliver, you can see that a lot of this is due to the attitude of the organisation and the line managers, starting from the top!
Think about what can happen when appraisals are handled in a constructive manner. They allow the organisation and individuals to:
- learn from the past to improve the future
- build on successes and strengths for the future
- recognise individuals’ strengths and abilities
- identify areas to develop skills and knowledge
- value individual contribution
- improve working relationships through clear communication
Corporate gift giving is a popular practice, and it will only continue to grow in popularity over the next years. Of course, if you are just getting started in corporate gift giving, there are a few things you should know:Who can you give corporate gifts to?· Clients· Employees· Business AssociatesWhich occasions is corporate gift giving best suited to? Practically any occasion:· To promote your company and its products and services· To say “thank you” and show your appreciation to employees, clients, or someone who has referred business to you.· To motivate and to encourage employees and clients· To celebrate and congratulate on a promotion, retirement, wedding, new addition to family, etc.· To welcome new employees· Company anniversary· Holiday gifts· Personal achievements· Company achievements· Sympathy and “get well”Other important corporate gift giving guid
- It is an annual process
- Nothing has happened with the outcome of the last one
- There is no on-going feedback or review of progress
- Things can change in between, whether it is the manager or the job!
- The process is not taken seriously from the top
- The organisational culture views the whole process as a chore to be endured
- Insufficient preparation time or effort
- The ‘recency’ effect where only the previous 6-8 weeks are reviewed
- Too much focus on the negatives or problems of the year
- It is too subjective and too much is based on opinion
- It is too time consuming and interferes with day-to-day work
- Appraisals are just part of the salary negotiation
When you look at what can be achieved and compare the benefits with the reasons why they often fail to deliver, you can see that a lot of this is due to the attitude of the organisation and the line managers, starting from the top!
Think about what can happen when appraisals are handled in a constructive manner. They allow the organisation and individuals to:
- learn from the past to improve the future
- build on successes and strengths for the future
- recognise individuals’ strengths and abilities
- identify areas to develop skills and knowledge
- value individual contribution
- improve working relationships through clear communication
International businesses are facing new challenges to their internal communication structures due to major reforms brought about through internationalization, downsizing, mergers, acquisitions and joint ventures. Lack of investment in cross cultural training and language tuition often leads to deficient internal cohesion. The loss of clients/customers, poor staff retention, lack of competitive edge, internal conflicts/power struggles, poor working relations, misunderstandings, stress, poor productivity and lack of co-operation are all by-products of poor cross cultural communication. Cross cultural communications consultants work with international companies to minimise the above consequences of poor cross cultural awareness. Through such cooperation, consultancies like Kwintessential have recognised common hurdles to effective cross cultural communication within companies. Here we outline a few examples of these obstacles to cross cultural co-oper
- There is no on-going feedback or review of progress
- Things can change in between, whether it is the manager or the job!
- The process is not taken seriously from the top
- The organisational culture views the whole process as a chore to be endured
- Insufficient preparation time or effort
- The ‘recency’ effect where only the previous 6-8 weeks are reviewed
- Too much focus on the negatives or problems of the year
- It is too subjective and too much is based on opinion
- It is too time consuming and interferes with day-to-day work
- Appraisals are just part of the salary negotiation
When you look at what can be achieved and compare the benefits with the reasons why they often fail to deliver, you can see that a lot of this is due to the attitude of the organisation and the line managers, starting from the top!
Think about what can happen when appraisals are handled in a constructive manner. They allow the organisation and individuals to:
- learn from the past to improve the future
- build on successes and strengths for the future
- recognise individuals’ strengths and abilities
- identify areas to develop skills and knowledge
- value individual contribution
- improve working relationships through clear communication
It's time for more retailers to test the 'pay more expect more, get more' theory.It seems that retailers have always argued against higher wages, benefits and full-time positions citing exorbitant wage costs as the reason.While it is true that the expense, in dollars would increase it certainly does not follow that the actual wage percent would increase. And it is the percentage that is key.Isn't it true that people who value their position, their customers and their company can have a tremendous positive impact on the top line? And, conversely, isn't it true that people who are unhappy, have no job satisfaction and a poor quality of life could have a very negative impact on the top line?This is not an elaborate, complicated concept. Pay more - expect more - get more.As we move further into the world of Internet retailing, or e-tailing, it will be absolutely critical that the stores still around to do business face to face with consumers
- It is too subjective and too much is based on opinion
- It is too time consuming and interferes with day-to-day work
- Appraisals are just part of the salary negotiation
When you look at what can be achieved and compare the benefits with the reasons why they often fail to deliver, you can see that a lot of this is due to the attitude of the organisation and the line managers, starting from the top!
Think about what can happen when appraisals are handled in a constructive manner. They allow the organisation and individuals to:
- learn from the past to improve the future
- build on successes and strengths for the future
- recognise individuals’ strengths and abilities
- identify areas to develop skills and knowledge
- value individual contribution
- improve working relationships through clear communication
If you are trying to fill positions within your company with the highest quality personnel that are the best match for your team and company there are some recruiting methods that will yield more positive matches and more successful recruiting endeavors.Recruiting methods vary from field to field and business to business. Some companies have strict rules when it comes to recruiting new employees for their business. Other companies are more free form when it comes to internal policies regarding recruiting and companies like these often let their field managers use their best judgment when recruiting candidates to fill positions within their organizational node.There are many ways to approach the situation. When it comes to retail operations, a lot of management teams at department stores and high volume retail outlets will search competitors and other businesses within their geographical district. It is not uncommon for companies in a mall/shopping center s
- learn from the past to improve the future
- build on successes and strengths for the future
- recognise individuals’ strengths and abilities
- identify areas to develop skills and knowledge
- value individual contribution
- improve working relationships through clear communication
One challenge in many organisations is to use the current system effectively. Too many people get caught up in worrying about the paperwork – whether designing a new set or using the existing. I recall working with one client in developing a good, thorough, process only to be questioned by some directors from their Scandinavian partner about why we were going to so much trouble. They held up a blank sheet of paper and explained that was their idea of all they needed for a productive appraisal!!! They are right. The reality is that a productive appraisal owes more to the quality of the communication between the people involved than to the paperwork!
Should appraisals involve salary reviews? This is a quandary with no straightforward answer. When they do, there is a risk that the amount of the rise becomes the absolute focus of the discussion and can even be a negotiation. If they don’t, how objective is the salary award when it is given? My own view is that the salary review and appraisal can be linked, yet held very separately. There is no reason for not holding the appraisal, setting some goals and even specifying some behavioural change and then using this as a part of the salary discussion. Although there is a risk in having the appraisal and salary combined – it can work, regardless of the gap. After all, shouldn’t salary and raises reflect performance rather than just opinion? If appraisals are carried out well and constructively there should be a fit between the two.
Everyone involved has to
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