tag:blogger.com,1999:blog-2833862183729859310.post5632200693874122012..comments2023-10-17T04:20:35.054-07:00Comments on Leader Business: Performance ManagementTom Magnesshttp://www.blogger.com/profile/06729064635738618309noreply@blogger.comBlogger7125tag:blogger.com,1999:blog-2833862183729859310.post-67039512915188542802009-11-26T05:23:22.645-08:002009-11-26T05:23:22.645-08:00Good question, Sunny. You certainly can't tre...Good question, Sunny. You certainly can't treat "performance management" as an annual activity. It requires regular follow-up: counseling; feedback; coaching/teaching/mentoring. <br /><br />The ultimate measure of impact is at the bottom line: results. If the employee sustains what you have identified as good and improves in areas that are weak, then we have truly accomplished something. Management -- and the employee -- can expect better performance in subsequent evaluations.<br /><br />I always appreciate your questions! TMTom Magnesshttps://www.blogger.com/profile/06729064635738618309noreply@blogger.comtag:blogger.com,1999:blog-2833862183729859310.post-44483939491854640362009-11-26T05:18:49.517-08:002009-11-26T05:18:49.517-08:00Thanks JoAnn and DeDe. Performance management is ...Thanks JoAnn and DeDe. Performance management is definitely an investment. It is hard work but...we have to do it. It is so much more than "performance evaluation!" I appreciate your thoughts! TMTom Magnesshttps://www.blogger.com/profile/06729064635738618309noreply@blogger.comtag:blogger.com,1999:blog-2833862183729859310.post-36528145963382988742009-11-26T05:17:19.169-08:002009-11-26T05:17:19.169-08:00To "Shelby Welby" aka my daughter...I lo...To "Shelby Welby" aka my daughter...I love you, too! Thanks for being a fan! Ha! DadTom Magnesshttps://www.blogger.com/profile/06729064635738618309noreply@blogger.comtag:blogger.com,1999:blog-2833862183729859310.post-36761226477924013952009-11-22T05:03:11.250-08:002009-11-22T05:03:11.250-08:00This is why you're one of my absolute favorite...This is why you're one of my absolute favorite leaders, my friend. Unfortunately, you are few and far between. I just completed a class (the Civilian Education System Intermmediate Course), and we had a project to develop processes that we can use to make the many different performance evaluation systems fair and equitable, and one thing was evident - it still boils down to leadership and taking the time to accurately assess your staff's peformance. And there are still so many that are just too lazy or too busy - and find it easier to give everyone a 3, rather than reward performers and - God forbid - hold their slackers accountable. <br />So, I'd work for you anytime!DeDehttps://www.blogger.com/profile/11083274101485039341noreply@blogger.comtag:blogger.com,1999:blog-2833862183729859310.post-53809137588065092252009-11-17T15:55:03.859-08:002009-11-17T15:55:03.859-08:00I think you are so awesome! I love you
Shelby w...I think you are so awesome! I love you<br /><br /><br /><br />Shelby welbyAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-2833862183729859310.post-19650527652001917312009-11-16T15:43:35.004-08:002009-11-16T15:43:35.004-08:00Loved this post, question: how do you measure the ...Loved this post, question: how do you measure the impact?Sunny Zianoreply@blogger.comtag:blogger.com,1999:blog-2833862183729859310.post-78867887996583468492009-11-15T20:32:09.163-08:002009-11-15T20:32:09.163-08:00Great post! It is good to see a leader so investe...Great post! It is good to see a leader so invested in the system and in the management of human capital. With so much focus about being on the “right bus” and in the “right seat”, you are able to build your organization and create a positive team culture that will significantly influence employee retention. Good leaders surround themselves with good people and this will make that “bus ride” a pleasant one!Jo Annhttps://www.blogger.com/profile/04699162097976306702noreply@blogger.com