Comments on: Your Performance Evaluation, Dropping the Bomb http://beatyourowndrum.com/career/2008/04/your-performance-evaluation-dropping-the-bomb.html Surviving and Thriving (At Work and At Home) Sat, 06 Sep 2008 02:45:43 +0000 http://wordpress.org/?v=2.3.3 By: Nick http://beatyourowndrum.com/career/2008/04/your-performance-evaluation-dropping-the-bomb.html#comment-50028 Nick Mon, 12 May 2008 21:58:24 +0000 http://beatyourowndrum.com/career/2008/04/your-performance-evaluation-dropping-the-bomb.html#comment-50028 I agree that monthly meetings can help solve this problem. It can take some of the pressure off. If you want your employees to hate coming to work, make them feel overwhelmed and unappreciated. If you want progress, hold regular meetings that also bring positive points to light. I agree that monthly meetings can help solve this problem. It can take some of the pressure off.
If you want your employees to hate coming to work, make them feel overwhelmed and unappreciated. If you want progress, hold regular meetings that also bring positive points to light.

]]> By: Fabio Latrofa http://beatyourowndrum.com/career/2008/04/your-performance-evaluation-dropping-the-bomb.html#comment-49607 Fabio Latrofa Fri, 09 May 2008 22:24:14 +0000 http://beatyourowndrum.com/career/2008/04/your-performance-evaluation-dropping-the-bomb.html#comment-49607 I agree with you Eric, worth the effort. And,...management is not easy. :-) I agree with you Eric, worth the effort.

And,…management is not easy. :-)

]]> By: ericboehme http://beatyourowndrum.com/career/2008/04/your-performance-evaluation-dropping-the-bomb.html#comment-49308 ericboehme Thu, 08 May 2008 22:29:59 +0000 http://beatyourowndrum.com/career/2008/04/your-performance-evaluation-dropping-the-bomb.html#comment-49308 Fabio, it may be easier for the manager, but it is potentially devastating to the employee, who thought he was doing a good job. Avoiding conflicts can be very dangerous. I do not subscribe to that at all. Deal with each conflict as it happens. You lose context if it is left to be dealt with over time. SMART is difficult, but worth the effort. Goals need to be very specific and if they are they can be measured. How else do you know if you attained the goal? It has to be objective, not subjective. People need to know the goal can actually be accomplished or it becomes demoralizing in some cases. If you do not set a time to a goal, you will rarely achieve it in my experience. Who said management was easy? :) Fabio, it may be easier for the manager, but it is potentially devastating to the employee, who thought he was doing a good job. Avoiding conflicts can be very dangerous. I do not subscribe to that at all. Deal with each conflict as it happens. You lose context if it is left to be dealt with over time.

SMART is difficult, but worth the effort. Goals need to be very specific and if they are they can be measured. How else do you know if you attained the goal? It has to be objective, not subjective. People need to know the goal can actually be accomplished or it becomes demoralizing in some cases. If you do not set a time to a goal, you will rarely achieve it in my experience.

Who said management was easy? :)

]]> By: Fabio Latrofa http://beatyourowndrum.com/career/2008/04/your-performance-evaluation-dropping-the-bomb.html#comment-49270 Fabio Latrofa Thu, 08 May 2008 21:29:25 +0000 http://beatyourowndrum.com/career/2008/04/your-performance-evaluation-dropping-the-bomb.html#comment-49270 I think that “dropping the bomb” is easier than giving periodical feedback: the manager doesn’t have to check and, what's more, can avoid conflicts (until the end). I also think that setting S.M.A.R.T. (Specific, Measurable, Achievable, Realistic, Time-based) objectives is a really difficult practice. Any suggestion about this? I think that “dropping the bomb” is easier than giving periodical feedback: the manager doesn’t have to check and, what’s more, can avoid conflicts (until the end).

I also think that setting S.M.A.R.T. (Specific, Measurable, Achievable, Realistic, Time-based) objectives is a really difficult practice. Any suggestion about this?

]]> By: karl Staib - Your Work Happiness Matters http://beatyourowndrum.com/career/2008/04/your-performance-evaluation-dropping-the-bomb.html#comment-48007 karl Staib - Your Work Happiness Matters Mon, 05 May 2008 13:14:17 +0000 http://beatyourowndrum.com/career/2008/04/your-performance-evaluation-dropping-the-bomb.html#comment-48007 I really believe in managing up, but it's hard. I think there needs to be a system in place like 360 management. It's hard to tell a person who decides on the work and pay raises that you get. We don't want to upset them and get treated unfairly. When there is a system in place we can do this out in the open. It should also be required. Hopefully the workplace will implement this standard at every level. I really believe in managing up, but it’s hard. I think there needs to be a system in place like 360 management. It’s hard to tell a person who decides on the work and pay raises that you get. We don’t want to upset them and get treated unfairly.

When there is a system in place we can do this out in the open. It should also be required. Hopefully the workplace will implement this standard at every level.

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