Eric Jacobson On Management And Leadership

Your employees appreciate clearly knowing how what they do each day specifically contributes to your company's or organization's success. So, it's important that  you explain the relevance of each person's job .  Help each employee or team member to understand how what they do makes a difference . Answer their questions about the significance of their work. Demonstrate how if their job isn't done well, or isn't fully completed, how that negatively impacts the rest of the process or your business' overall product or service. Sometimes in organizations too much time is spent explaining the relevance of sales positions or management positions. But, everyone on the team needs to understand their relevance and the importance of what they do.

Today's guest post is by: Peggy Pedwano Solutions Specialist at Halogen Software As performance appraisal time draws near, managers are all too likely to be dreading the exercise.  According to a  report by the Wharton School, although 91% of companies worldwide have a performance review process, only 35 to 40% do it well, often because managers lack the training to write effective performance appraisals.  Here are some ideas to help you write effective performance appraisals that can form the basis for a discussion that will actually add value to employee performance reviews.   Begin with a clear understanding of what is important . If you and your employees have set performance goals or established other performance measurement criteria, this should be a relatively easy process. But even if you haven’t, taking the time to think through the year’s priorities and projects will help you focus your appraisal on what matters most. Consider pro...