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Actual for You - Getting the Most from Appraisals
A young man working for a Big Boss made an expensive mistake his first week on the job. At the end of the week the young man cleaned out his desk and packed up his things to leave.The big boss asked, ‘And just what do you think you are doing now?’‘I’m leaving,’ said the young man. ‘I made such an expensive mistake, surely you don’t want me to come back here again next week.’‘Are you kidding?’ exclaimed the Big Boss. ‘I just spent a small fortune educating you. You’d better come back next week and show me what you learned.’(Does this makes sense to you? If so, read on...)***Have you ever asked a frontline service provider for something special and been told, ‘Sorry, company policy. The answer is NO!’Have you ever asked to speak with the supervisor and found the answer soon changed to YES?When this happens (and it does all over the world) how do you feel about the company? Do you respect the organization more, or less?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
Nobody likes to be misled, especially by people they trust or have an expectation will do the right thing, whatever that is. Fraud and corruption can be a blow to the self-image of capable managers and their confidence in their ability to deter or detect a fraudulent scheme. More so, they can have a negative impact on an organisation’s brand, image and reputation, organisational morale and where the loss is large – significantly impact the bottom line.In a recent survey of fraud in Australian organisations, 84 percent of respondents agreed or strongly agreed with the proposition that fraud control is a governance issue.Corporate governance is an entire culture that sets and monitors behavioural expectations intended to deter the fraudster. As part of the establishment of sound corporate governance, it is now clearly accepted that an organisation should formulate a fraud and corruption control strategy. Through the development and implementation of the stra
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
In advertising on the radio for auto services it is important to paint a picture in the listener's mind and therefore it is important to describe events, objects and paint scenarios so that they can understand what they should be seeing in their minds when they listen to the radio. It sounds difficult but it isn't really and they say a picture is worth how many words, well quite a few. Another important thing for radio advertising for auto services is to use a little humor. Why you ask?Well when people consider spending money on their car sometimes they cringe and instead of listening to your message they are busy in their minds thinking of the last time they spent thousands of dollars to get their car repaired for something that broke. That might have been a bad experience because it cost them a lot of money and we just don't want to go there. This is why a little humor will help break up such thoughts and put them in a positive state of mind.Believe it
- 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
Are Nursing Uniforms Required - And Do Some Hospitals Provide Them for Nurses?Nursing Uniforms have been a hot ticket item as of late. With the recent surge within the nursing profession, uniform sales have also been on the rise. Nursing uniforms are a necessity for all nurses regardless of where they work, so you can imagine what kind of demand has been placed on these outfits in recent years. In addition to individuals buying nursing uniforms, hospitals are also buying these uniforms in bulk for many of their nurses.Not all hospitals take up this practice, but the ones that do order up to a hundred uniforms at once. Additionally, a nurse needs more than one nursing uniform. During the course of a day, nurses will get their uniforms dirty and soiled; sometimes to a point beyond repair. At that time, it is always good to have a backup in place. Most nurses have a uniform for every day of the week that they work. In other words, if a nurse work
- 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
Want to create a favorable image amongst audience, if your answer is yes; then simply go for companies offering advertising and public relations in India. There is a very thin line of differentiation between advertising and public relations in India as both are the means of getting popular. However, this is a wrong conception as advertising is basically done to sell and market the product and services whereas public relations is done create a positive image about the company.In recent times advertising and public relations in India has come a long way and now it has become more competitive and also effective. If we look into advertising service we come to know that it is a very complex business which primarily emphasizes on new innovations, ideas, technologies and even lifestyle trends. However, public relations depend upon the foolproof planning and also popularity. If we compare the two costs wise you will come to know that both are of approximately same cost as bo
- 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
One of the greatest threats facing both employees and the companies they work for, is workplace violence. It has become the leading cause of death for women and the second leading for men, following closely behind motor vehicle accidents. In fact, the best estimates now being reported show that 1-in-4 employees will be the victim of workplace violence this year alone.While the media is quick to highlight the most deadly attacks that occur, the fact is that most employees will be lucky enough to only suffer from simple assaults. However, this is not to downplay the almost 400,000 aggravated assaults, 51,000 rapes and sexual assaults, 84,000 robberies, and nearly 1,000 homicides reported each year. I simply want to acknowledge that the average employee will not have to worry about death so much as being intimidated, struck, or threatened to comply with the assailant either through force or the threat of violence.Spotting Early Earning SignsAs w
- 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 ha
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