How to Manage Performance: 24 Lessons for Improving Performance
- 39m
- Robert Bacal
- McGraw-Hill
- 2007
Inspire your people and achieve breakthrough productivity
Packed with inside tips on achieving performance levels once thought unattainable, How to Manage Performance provides you with the goal-focused, commonsense tools you need to stimulate productivity in any environment. Get the hands-on knowledge and insight you need to:
- Modernize your thinking
- Work with employees
- Set performance incentives
- Plan precisely with clear goals
- Conduct effective reviews
- Identify causes
- Recognize success
- Use cooperative communication
- Manage conflict with grace
- Document performance
- Develop employees
- Continuously improve your system
How to Manage Performance will help you increase the productivity of your staff, improve morale, and align individual employee performance with the goals of your organization.
About the Author
Robert Bacal is the CEO of Bacal and Associates, a management training and consulting firm. He is the author or coauthor of a number of management-based books, including Manager's Guide to Performance Reviews, Performance Management, and others.
In this Book
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How to Manage Performance─24 Lessons for Improving Performance
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Managing Performance
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Stay Old School─Modernize Your Thinking
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Just Skip It─Identify the Benefits
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Appraise Performance─Manage Performance
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Tell Employees─Work with Employees
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Don’t Bother With Goals─Plan Precisely With Clear Goals
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Separate Employee Goals and Work-Unit Goals─Align Employee Goals
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Ignore Motivation─Set Performance Incentives
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Stay Aloof─Be Approachable All Year
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Focus On the Forms─Focus on Communication
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Rely On Technology─Make It Face-To-Face
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Rate and Run─Avoid Rating Perils
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Ignore The Perils of Ranking─Don’t Rank Employees
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Wing the Appraisal─Prepare for the Appraisal
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Jump Right In─Start Reviews on the Right Foot
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Ignore the Whys─Identify Causes
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Praise Grudgingly─Recognize Success
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Get In Their Faces─Use Cooperative Communication
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Evaluate Attitude─Focus on Behavior and Results
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Keep Appraisal Discussions Vague─Be Specific about Performance
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Shut Conflict Down─Manage Conflict with Grace
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Discipline without Warning─Use Progressive Discipline
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Rely On Memories─Document Performance
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Ignore Skill Development─Develop Employees
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Assume Your System Works─Continuously Improve Your System
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