Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

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Important Pages:
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You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

Hello,



  Do you have any articles on ideas to improve moral and motivation?  Have
fun at work with it still being respectful, not taking up a lot of time or
is business as usual and does not cost a lot.



Ie: someone at my work had a ‘tie day’.  Everyone in their team had to wear
an outrageous tie. This created a fun atmosphere and interaction with other
teams.



Do you have a list of ideas like this or can you recommend a website.



Thanks Toni










No virus found in this outgoing message.
Checked by AVG Free Edition.
Version: 7.5.472 / Virus Database: 269.8.5/826 - Release Date: 31/05/2007
4:51 PM



[Non-text portions of this message have been removed]

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

On 9 May 2007 at 9:51, Kathleen Langdon wrote:

> The person who knows the most about this subject in the world in Jack Zigon.
> You can find him on Google and get to his website.  He has insight,
> experience, tools and resources.

Jack is a friend of mine, and I had the good fortune to be presenting
at the same performance management conference as he was a while back
so we got to meet face to face.

One of Jack's strengths is his ability to help people translate
things into measureable types of goals, and he's published some good
material on that.

He took some time away from the subject to do some other things, but
I understand he's back and working in the field. His site is at:

http://www.zigonperf.com/

Also, FYI, this list is associated with my own site at
http"//performance-appraisals.org, and we've added an extensive
knowledgebase of questions and answers on many aspects of appraisal,
performance management, 360, rank and yank etc. You can go directly
to that section at:

http://performance-appraisals.org/faq/index.htm

Robert Bacal - The Leadership Development Resource Center -
http://www.work911.com/leadership-development/index.htm

On 9 May 2007 at 9:53, Kathleen Langdon wrote:

> Also, go to our website, www.performanceinternational.com for an insight
> into how to understand work at the job level.  This is critical to
> appraising performance--otherwise you deteriorate into vagueness and
> personality assessments that cause deterioration in the work!

Kathleen, I haven't had a chance to visit, but I'd like to second
your opinion in the last sentence. Evaluating WHO a person is, is
different than evaluating what that person accomplishes, and the
value the person has to the organizaton.

Robert Bacal - Robert Bacal - Diagnosing Performance Problems
Helpcard and
Progressive Discipline For Addressing Performance Problems Helpcard
now
available at http://performance-appraisals.org/learnto

The person who knows the most about this subject in the world in Jack Zigon.
You can find him on Google and get to his website.  He has insight,
experience, tools and resources.
Good Luck!

Kathleen S. Whiteside
Partner, Performance International
1941 Lake Whatcom Blvd.  #193
Bellingham, WA 98229
360-738-4010
360-661-2965 (cell)

-----Original Message-----
From: perfmgt2@yahoogroups.com [mailto:perfmgt2@yahoogroups.com] On Behalf
Of ndmarchese
Sent: Thursday, May 03, 2007 9:34 PM
To: perfmgt2@yahoogroups.com
Subject: [perfmgt2] Re: Performance Appraisals

---
Entering a new career is always difficult, especially when you are
handed the daunting task of creating a performance appraisal. I was
wondering if there was any insite, or ideas to help me create this
appraisal for my staff, and how I can start to lift the program off
the ground.

In perfmgt2@yahoogroups.com <mailto:perfmgt2%40yahoogroups.com> ,
"mitchell_morrison" <mmorrison@...>
wrote:
>
> Background: In the past our retail company of 75 stores, has not
had
> any type of performance appraisal for the associates, store
managers,
> and field personnel. I am part of a project implementing
performance
> appraisals. While some of the people are looking at the process
and
> the actual, performance appraisal form, I have been tasked with
> providing training on how to perform a performance appraisal. I
see
> several areas here:
> 1). How to actuall perform an appraisal
> * Providing Feedback
> * Writing review
> * Setting performance goals
> * Setting / creating a comfortable environment.
> 2). How to actually use the form that is being created
> 3). How to document performance during the year
> 4). How to deliver the results of the assessment
> 5). How should the associates, prepare for the appraisal? What are
> the expectations?
>
> This is uncharted waters for me. Does this make sense and seem
> reasonable? Are there other training areas that I need to be aware
of?
> Does anyone have anything that they can share with me?
>
> I would appreciate any assistance on this.
>
> Mitch Morrison
> Training Manager
> Work 'N Gear
> 293 Libbey Industrial Parkway
> Weymouth, MA 02189
> mmorrison@...
> 781-746-0105 (Phone)
>

Also, go to our website, www.performanceinternational.com for an insight
into how to understand work at the job level.  This is critical to
appraising performance--otherwise you deteriorate into vagueness and
personality assessments that cause deterioration in the work!

Kathleen S. Whiteside
Partner, Performance International
1941 Lake Whatcom Blvd.  #193
Bellingham, WA 98229
360-738-4010
360-661-2965 (cell)

-----Original Message-----
From: perfmgt2@yahoogroups.com [mailto:perfmgt2@yahoogroups.com] On Behalf
Of ndmarchese
Sent: Thursday, May 03, 2007 9:38 PM
To: perfmgt2@yahoogroups.com
Subject: [perfmgt2] Re: Performance Management and employee appraisal

I just recently have been hired as an assistant manager and have
been giving the daunting task of also creating an appraisal form for
new employees, and progression they have made over the past few
months. Since I am new to this task, any input that you would be able
to give me on this topic would greatly help, since we are trying to
figure out almost the same situational problem.

--- In perfmgt2@yahoogroups.com <mailto:perfmgt2%40yahoogroups.com> ,
"krittikachakravarty"
<krittikachakravarty@...> wrote:
>
>
> I am working in a company as a HR Executive which offers practical
> and job oriented training to the job seekers.I want to make a
> performance evaluation and appraisal tool which will be a
> quantitative one.Any kind of suggestions or guidance will be of
great
> help.
>

Just wanted to share this. The book I co-wrote with Doug Max (the
founder and original owner of the yahoogroup discussion list, trdev),
entitled Perfect Phrases For Employee Reviews, hit the Businessweek
bestseller list in January, 2007.

Ok, it came in...well, last of fifteen on the list, and it could very
well have sunk after that (can't find more recent lists), but what
the heck.

A nice little birthday present for my fifteenth year in business.
(Yikes).

PS. If anyone talks to Doug Max, let him know!



Robert Bacal - Robert Bacal - Diagnosing Performance Problems
Helpcard and
Progressive Discipline For Addressing Performance Problems Helpcard
now
available at http://performance-appraisals.org/learnto

---
Entering a new career is always difficult, especially when you are
handed the daunting task of creating a performance appraisal. I was
wondering if there was any insite, or ideas to help me create this
appraisal for my staff, and how I can start to lift the program off
the ground.

In perfmgt2@yahoogroups.com, "mitchell_morrison" <mmorrison@...>
wrote:
>
> Background: In the past our retail company of 75 stores, has not
had
> any type of performance appraisal for the associates, store
managers,
> and field personnel. I am part of a project implementing
performance
> appraisals. While some of the people are looking at the process
and
> the actual, performance appraisal form, I have been tasked with
> providing training on how to perform a performance appraisal. I
see
> several areas here:
> 1). How to actuall perform an appraisal
>     * Providing Feedback
>     * Writing review
>     * Setting performance goals
>     * Setting / creating a comfortable environment.
> 2). How to actually use the form that is being created
> 3). How to document performance during the year
> 4). How to deliver the results of the assessment
> 5). How should the associates, prepare for the appraisal? What are
> the expectations?
>
> This is uncharted waters for me. Does this make sense and seem
> reasonable? Are there other training areas that I need to be aware
of?
> Does anyone have anything that they can share with me?
>
> I would appreciate any assistance on this.
>
> Mitch Morrison
> Training Manager
> Work 'N Gear
> 293 Libbey Industrial Parkway
> Weymouth, MA 02189
> mmorrison@...
> 781-746-0105 (Phone)
>

I just recently have been hired as an assistant manager and have
been giving the daunting task of also creating an appraisal form for
new employees, and progression they have made over the past few
months. Since I am new to this task, any input that you would be able
to give me on this topic would greatly help, since we are trying to
figure out almost the same situational problem.

--- In perfmgt2@yahoogroups.com, "krittikachakravarty"
<krittikachakravarty@...> wrote:
>
>
>  I am working in a company as a HR Executive which offers practical
> and job oriented training to the job seekers.I want to make a
> performance evaluation and appraisal tool which will be a
> quantitative one.Any kind of suggestions or guidance will be of
great
> help.
>

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

I am working in a company as a HR Executive which offers practical
and job oriented training to the job seekers.I want to make a
performance evaluation and appraisal tool which will be a
quantitative one.Any kind of suggestions or guidance will be of great
help.

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

Background: In the past our retail company of 75 stores, has not had
any type of performance appraisal for the associates, store managers,
and field personnel. I am part of a project implementing performance
appraisals. While some of the people are looking at the process and
the actual, performance appraisal form, I have been tasked with
providing training on how to perform a performance appraisal. I see
several areas here:
1). How to actuall perform an appraisal
     * Providing Feedback
     * Writing review
     * Setting performance goals
     * Setting / creating a comfortable environment.
2). How to actually use the form that is being created
3). How to document performance during the year
4). How to deliver the results of the assessment
5). How should the associates, prepare for the appraisal? What are
the expectations?

This is uncharted waters for me. Does this make sense and seem
reasonable? Are there other training areas that I need to be aware of?
Does anyone have anything that they can share with me?

I would appreciate any assistance on this.

Mitch Morrison
Training Manager
Work 'N Gear
293 Libbey Industrial Parkway
Weymouth, MA 02189
mmorrison@...
781-746-0105 (Phone)

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

Has any one has articles by Kevin Oakes? I am working on them and
would like to collect all the articles at one place. I just found "The
Ten Steps in Developing an Effective Performance Management Strategy"
- by Kevin Oakes and just thought it would be worthreading for you all
if you have not gone through it yet. It is available for download at
this link

http://www.sumtotalsystems.com/success/login_global.html?id=3

and also at http://www.talentmanagement101.com/tlmgmt_toolkit.html

Bye,
Sowjnaya

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

Only generally on the web.  Can't remember the specific sites.  Any
suggestions?



Ed Kaplan

Personnel Dynamics, Inc

847-831-1259

Fax   847-831-3259

Email  Kaplan@...

Web   www.personneldynamics.com



-----Original Message-----
From: Robert Bacal [mailto:ceo@...]
Sent: Tuesday, July 04, 2006 2:51 PM
To: perfmgt2@yahoogroups.com
Subject: Re: [perfmgt2] Sales Rep Performance Evaluation Forms



Where have you looked so far?

On 3 Jul 2006 at 12:21, Ed Kaplan wrote:

> I'm looking for templates or samples of forms used to evaluate sales
> reps.
>
> Thanks
>
>
>
>
>
>
>
>
>
>
> For hundreds of articles, hints, tips and book excerpts on performance
management, performance appraisals, 360 feedback, please drop in to our
website at http://performance- <http://performance-appraisals.org>
appraisals.org
> Yahoo! Groups Links
>
>
>
>
>
>
>
>

Robert Bacal - Robert Bacal - Diagnosing Performance Problems Helpcard and
Progressive Discipline For Addressing Performance Problems Helpcard now
available at http://performance- <http://performance-appraisals.org/learnto>
appraisals.org/learnto





[Non-text portions of this message have been removed]

Where have you looked so far?

On 3 Jul 2006 at 12:21, Ed Kaplan wrote:

> I'm looking for templates or samples of forms used to evaluate sales
> reps.
>
> Thanks
>
>
>
>
>
>
>
>
>
>
> For hundreds of articles, hints, tips and book excerpts on performance
management, performance appraisals, 360 feedback, please drop in to our website
at http://performance-appraisals.org
> Yahoo! Groups Links
>
>
>
>
>
>
>
>

Robert Bacal - Robert Bacal - Diagnosing Performance Problems Helpcard and
Progressive Discipline For Addressing Performance Problems Helpcard now
available at http://performance-appraisals.org/learnto

I'm looking for templates or samples of forms used to evaluate sales
reps.

Thanks

Performance Management & Appraisal List Information & Rules

This is an automated monthly posting of procedures and rules for this list.

Mandate/ Topicality
Initially intended for the discussion of performance management & appraisal, the
topic list has expanded somewhat, since, of course performance is linked to many
other things. The basic rule of thumb is that topics should pertain to
performance improvement whether on an individual or corporate level.

Subscribe/Unsubscribe
To subscribe to the list send an email to perfmgt2-subscribe@egroups.com. To
leave the list send email to perfmgt2-unsubscribe@egroups.com


Important Pages:
You can change your options about how you want to receive this list at:
http://finance.groups.yahoo.com/group/perfmgt2

You can access the COMPANION RESOURCE SITE at:
http://performance-appraisals.org
to read articles and free stuff on performance management related topics

Moderation
This list is moderated, but at this point mostly to filter out spam or mail that
is not relevant to the group. The moderator's decision is final, but we really
moderate or reject very few posts.

Rules:
1) No flaming or personal attacks. Disagree on the issues (that's fine).
2) No blatant ads.
3) Those who post to the list and help others get some leeway to promote their
websites, if their sites are relevant to this list.
4) Please make an effort to trim the quotes you take from other messages. If you
include entire messages in your reply it destroys the digest option.

Sundry
This list is operated by Robert Bacal, author of Performance Management - A
Briefcase Book, and The CI Guide to Dealing With Difficult Employees and a whole
bunch of other books. It is operated as a public service.

Oh, Yeah. Let's have fun. And look forward to some fun contests and book
giveaways.

Robert                                                         Oslo, June
29th, 2006
Your answer below reminded me that you are not a tough human
evaluator yourself, so no further emphasizing required.

While I'm talking: I DO feel that the search for the BEST BALANCE
between a wide and deep gathering of the very important and complex
soft measures on the one side and developing an awareness in the
organization (in the people) for the necessity and possibilities of using
these soft measures for improving, and not for judging, on the other side,
is DIFFICULT or HARD WORK or - perhaps more constructive - is a
continuous, dynamic investment in improving the LISTENING and the
rest of the required improvement attitudes.
Thanks,
Stein

At 00:23 29.06.2006 -0400, you wrote:


>On 27 Jun 2006 at 11:43, Stein wrote:
>
> > As another guy rather understandful for the particular needs for
> > organizations and situations, and rather humble in regard of the
> > required knowledge and experiences prior to implementing
> > whatever management tool (e.g. 360 degree feedback),
> > I cannot avoid asking for some more flesh on your last comment,
> > Robert.
>
>I couldn't find any questions, so I'm not sure what you are looking
>for in terms of more flesh. It might help if you put forward some
>explicitly, since this sounds interesting.
>
> > As you might guess (or remember), from the company I represent,
> > I am even sceptical to evaluate humans at all, whether from the
> > customers, from the suppliers(/partners), from the manager(s)(/collegues),
> > from the employees point-of-view, and however "objective" these
> > responses are gathered, categorized, presented, evaluated, and
> > used for actions to improve whatever overall aim you have.
>
>There is actually a way around this, or at least somewhat, and it
>involves shifting the focus from evaluation to negotiation and
>communication.
>
>Unfortunately, with regards to 360 feedback, the "feedback" is almost
>always evaluative, not explicitly asked for by the person "getting
>it", is almost never specific enough to be useful and is often
>insulting, and is anonymous, so even if the recipient wanted to get
>clarification for learning purposes s/he can't go to the source.
>
>If I was asked by my employer to provide "feedback" as part of a
>typical company wide 360 degree feedback program, I'd refuse.
>
>Robert Bacal - Robert Bacal - Diagnosing Performance Problems
>Helpcard and
>Progressive Discipline For Addressing Performance Problems Helpcard
>now
>available at http://performance-appraisals.org/learnto
>
>
>
>
>For hundreds of articles, hints, tips and book excerpts on performance
>management, performance appraisals, 360 feedback, please drop in to our
>website at http://performance-appraisals.org
>Yahoo! Groups Links
>
>
>
>

On 27 Jun 2006 at 11:43, Stein wrote:

> As another guy rather understandful for the particular needs for
> organizations and situations, and rather humble in regard of the
> required knowledge and experiences prior to implementing
> whatever management tool (e.g. 360 degree feedback),
> I cannot avoid asking for some more flesh on your last comment,
> Robert.

I couldn't find any questions, so I'm not sure what you are looking
for in terms of more flesh. It might help if you put forward some
explicitly, since this sounds interesting.

> As you might guess (or remember), from the company I represent,
> I am even sceptical to evaluate humans at all, whether from the
> customers, from the suppliers(/partners), from the manager(s)(/collegues),
> from the employees point-of-view, and however "objective" these
> responses are gathered, categorized, presented, evaluated, and
> used for actions to improve whatever overall aim you have.

There is actually a way around this, or at least somewhat, and it
involves shifting the focus from evaluation to negotiation and
communication.

Unfortunately, with regards to 360 feedback, the "feedback" is almost
always evaluative, not explicitly asked for by the person "getting
it", is almost never specific enough to be useful and is often
insulting, and is anonymous, so even if the recipient wanted to get
clarification for learning purposes s/he can't go to the source.

If I was asked by my employer to provide "feedback" as part of a
typical company wide 360 degree feedback program, I'd refuse.

Robert Bacal - Robert Bacal - Diagnosing Performance Problems
Helpcard and
Progressive Discipline For Addressing Performance Problems Helpcard
now
available at http://performance-appraisals.org/learnto

On 26 Jun 2006 at 21:25, subinoy banerjee wrote:

> Hi,
>
> Thankyou for your response.
> I have broadly identified the things I wish to
> measure. What I am looking for is a good set of
> questions which I can fit in the frame.
> For example:- If I wish to measure "Lead by example",
> then what are the set of questions which can help me
> to measure that appropriately?

Could you give me an example of the kind of question that might work
for you for "lead by example"?

Also, you used the term "measure". Are you actually measuring, or are
you collecting opinions from people?
>
> What I have frozen on is the desired competencies and
> what I am looking for is the measures.

I'm wondering whether your search might be easier if you looked for
"behavioral markers" or indicators rather than competencies.

Robert Bacal - Robert Bacal - Diagnosing Performance Problems
Helpcard and
Progressive Discipline For Addressing Performance Problems Helpcard
now
available at http://performance-appraisals.org/learnto