When I first came across this small e-booklet, I was extremely
impressed and I know a bunch of people grabbed it when it was
available before. It's back, and I'm telling you that it's an
excellent summary of the basics of performance management AS IT
SHOULD BE DONE. This is time limited so if you are interested, get it
now.

It meshes very well with my books on the topic, but the nice part is
a) it's free and b) It's only about 25 pages, and I think we are all
really busy.

Here's the summary info, and the url to grab your copy. Registration
is required.

"The Pillars of Employee Performance Management"

eBook & strategy manual for leveraging Employee Performance
Management in your organization.

Does your organization consider Employee Performance Management a
laborious, tactical annual practice, or is it a strategic, business-
critical cycle? Maybe it's time to reassess. Now more than ever, HR
professionals like you are tasked with optimizing Employee
Performance Management processes across the board to ensure the most
efficient use of corporate resources. Employee Performance Management
has the power to accelerate time-to-revenue, reduce risks, and help
your organization proactively address threats and opportunities.

What you will learn:

     * How to derive real value from Employee Performance Management
     * How HR can help align an organization's goals &
     * Best practices for successful competency management &
     * Five costly succession planning errors to avoid &
     * How to manage compensation during the economic crunch

Grab it at: http://bit.ly/QF41C

Or, if you want to access our new free2thee project (which I'm rather
fond of) you can go to http://free2thee.com

Just an update on the Article Indexing Directory Project which is run by
the same folks that run this discussion list. The AIDP is designed to
help people find the best articles on a number of topics, including
communication, conflict, workplace issues, management, Internet
business, small business and more recreational topics.

It's also designed to help those with articles already on the internet
generate more readers.

To access and browse the articles in the edited directory to go
http://www.work911.com/pages

If you have material you like to include in the directory, you can add
your links at the same address, http://www.work911.com/pages .

Since we started a few weeks ago, we've indexed about 500 articles
and referred over a 1000 visitors to listed articles. This will increase
significantly over the next month.

Robert Bacal

Apologies for cross posting - this is being posted to all work911
sponsored lists.

Over the years we've written and accumulated a lot of articles on
workplace life, management, communication, e-commerce, even
humor. In the past we've not permitted them to be reprinted on any
broad scale without payment. We are moving many of our articles
(including new ones) into the royalty free category, which  means they
can be reprinted without additional permission (but not on the Internet).
Make copies for colleagues, use them in meetings, training,
newsletters.

You can access them at:
http://www.work911.com/quicknfree

You might want to bookmark the page since we will be adding many
new articles this week.

Man, do I feel dumb. The correct procedure for subscribing to the new
update list/free articles email newsletter is:

o sign-up for this list, send an email to:
listmanager@...
with the following in the body of the email
subscribe work911

This is being crossposted to all Bacal & Associates Lists and
participants. Sorry if you receive this more than once on different lists.

The Big News:

Our new Work911 newsletter will begin publishing in early August. It
will be sent via email a maximum of 4 times a month, never more.
Apart from info on new web features at http://www.work911.com, we
will be publishing new, free articles on various aspects of workplace
life, management, conflict, communication, performance management.
What best is that you can use these freely, put them in newsletters,
use in training. The only restriction is they can't be reproduced on the
web without permission.

To sign-up for this list, send an email to:
listmaster@...
with the following in the body of the email
subscribe work911

Or, you can go to http://www.work911.com/news.htm

Other list related news:
================

In September we may be dropping some of our smaller lists, or
combining them to make them more useful. You will receive specific
information if those changes will affect you. We also will be launching a
new list on stress management.

Sorry for the interruption...back to your schedules list stuff.

-----Original Message-----
From: Michael Murphy [mailto:michaelemurphy@...]
Sent: Wednesday, June 28, 2000 2:11 PM
To: perftips@egroups.com
Cc: jblount@...
Subject: RE: [perftips] Performance Appraisals


Hi Gina,

The performance contracts were negotiated between the
Organizational leader and the individuals or teams
operating a process.

It required that the contractee (staff performing the
function) develop a baseline for the process, core
functions, performance standards, a value for each
core function, a projected level of acheivement, and
an interval of review (quarterly, bi-annually, or
annual)

At the end of the established review interval, the
contractee would present their results to the
contractor (management/leadership).  The evaluation
would be based on the level of performance at the end
of the interval compared to the projected performance
at the beginning of the interval.

The contractee had a larger more meaningful degree of
self determination, an opportunity to communicate
about their performance and future improvements at
regular intervals with management, and an opportunity
to be an active participant in setting their own
acheivement level.

The contractor was able to provide direction that
linked performance to strategic objectives, direction
in the focus of the contract acheivements, and an
opportunity to review progress at regular intervals.
An interesting by product for the contractor was the
reduction in stress levels related to performance
evaluation.

The contractees were much harder on their performance
than management would have been.  The contractee felt
ownership for the integrity of the performance
contract system.

Ownership of the process among staff increased,
commitment to process improvement increased, and
innovative improvements increased.

Your thoughts?

Mike
--- Gina Fornario <gina@...> wrote:
> Hello Michael,
> Thank you for taking the time to answer my question.
> I have very little
> about performance contracts and am very interested
> in learning more.  I
> woulld greatly appreciate any details you could
> provide. Thank you for your
> time and I hope to hear from you soon.
> Regards
> Gina
>
> -----Original Message-----
> From: Michael Murphy
> [mailto:michaelemurphy@...]
> Sent: Tuesday, June 27, 2000 9:57 AM
> To: perftips@egroups.com
> Cc: jblount@...
> Subject: Re: [perftips] Performance Appraisals
>
>
> Hi,
>
> How about performance contracts with individuals
> and/or teams that focus on outcomes and a few
> outputs?
>  A few years ago while working for a state agency
> that
> was piloting a pilot TQM project, the division that
> I
> worked for used performance contracts.  These
> contracts were very effective in developing a
> buy-in,
> ownership, and the commitment of the individuals and
> teams in their own and organizational success.
>
> If you're interested, I can provide details.
>
> Mike
> --- gina@... wrote:
> > Hello,
> > Currently I am working on redoing the performance
> > appraisals for my
> > company.  However, while I understand the reason
> why
> > performance
> > appraisals exist I do not believe that they are
> the
> > most effective
> > tool for improving an employee's productivity.  If
> I
> > can come up with
> > an alternate system of providing feedback to
> > employees, my boss has
> > agreed to implement the plan and get rid of
> > performance appraisals.
> > Does anyone have any suggestions? Thanks :)
> >
> >
>
>
> __________________________________________________
> Do You Yahoo!?
> Get Yahoo! Mail - Free email you can access from
> anywhere!
> http://mail.yahoo.com/
>
>
------------------------------------------------------------------------
> Improve employee retention and customer loyalty,with
> American Express
> Incentive Services. Receive our free weekly online
> incentive newsletter
> for updates on the incentives industry and
> information on our programs.
>
http://click.egroups.com/1/5743/5/_/2991/_/962158198/
>
------------------------------------------------------------------------
>
> Got a Performance Management or Appraisal Tip? Send
> yours (200 words or
> less) to perfmgt@egroups.com
> For free articles and reports on this subject to to:
> http://performance-appraisal.8m.com
>
>


__________________________________________________
Do You Yahoo!?
Get Yahoo! Mail - Free email you can access from anywhere!
http://mail.yahoo.com/

------------------------------------------------------------------------
Improve employee retention and customer loyalty,with American Express
Incentive Services. Receive our free weekly online incentive newsletter
for updates on the incentives industry and information on our programs.
http://click.egroups.com/1/5743/5/_/2991/_/962221883/
------------------------------------------------------------------------

Got a Performance Management or Appraisal Tip? Send yours (200 words or
less) to perfmgt@egroups.com
For free articles and reports on this subject to to:
http://performance-appraisal.8m.com

Hi Gina,

The performance contracts were negotiated between the
Organizational leader and the individuals or teams
operating a process.

It required that the contractee (staff performing the
function) develop a baseline for the process, core
functions, performance standards, a value for each
core function, a projected level of acheivement, and
an interval of review (quarterly, bi-annually, or
annual)

At the end of the established review interval, the
contractee would present their results to the
contractor (management/leadership).  The evaluation
would be based on the level of performance at the end
of the interval compared to the projected performance
at the beginning of the interval.

The contractee had a larger more meaningful degree of
self determination, an opportunity to communicate
about their performance and future improvements at
regular intervals with management, and an opportunity
to be an active participant in setting their own
acheivement level.

The contractor was able to provide direction that
linked performance to strategic objectives, direction
in the focus of the contract acheivements, and an
opportunity to review progress at regular intervals.
An interesting by product for the contractor was the
reduction in stress levels related to performance
evaluation.

The contractees were much harder on their performance
than management would have been.  The contractee felt
ownership for the integrity of the performance
contract system.

Ownership of the process among staff increased,
commitment to process improvement increased, and
innovative improvements increased.

Your thoughts?

Mike
--- Gina Fornario <gina@...> wrote:
> Hello Michael,
> Thank you for taking the time to answer my question.
> I have very little
> about performance contracts and am very interested
> in learning more.  I
> woulld greatly appreciate any details you could
> provide. Thank you for your
> time and I hope to hear from you soon.
> Regards
> Gina
>
> -----Original Message-----
> From: Michael Murphy
> [mailto:michaelemurphy@...]
> Sent: Tuesday, June 27, 2000 9:57 AM
> To: perftips@egroups.com
> Cc: jblount@...
> Subject: Re: [perftips] Performance Appraisals
>
>
> Hi,
>
> How about performance contracts with individuals
> and/or teams that focus on outcomes and a few
> outputs?
>  A few years ago while working for a state agency
> that
> was piloting a pilot TQM project, the division that
> I
> worked for used performance contracts.  These
> contracts were very effective in developing a
> buy-in,
> ownership, and the commitment of the individuals and
> teams in their own and organizational success.
>
> If you're interested, I can provide details.
>
> Mike
> --- gina@... wrote:
> > Hello,
> > Currently I am working on redoing the performance
> > appraisals for my
> > company.  However, while I understand the reason
> why
> > performance
> > appraisals exist I do not believe that they are
> the
> > most effective
> > tool for improving an employee's productivity.  If
> I
> > can come up with
> > an alternate system of providing feedback to
> > employees, my boss has
> > agreed to implement the plan and get rid of
> > performance appraisals.
> > Does anyone have any suggestions? Thanks :)
> >
> >
>
>
> __________________________________________________
> Do You Yahoo!?
> Get Yahoo! Mail - Free email you can access from
> anywhere!
> http://mail.yahoo.com/
>
>
------------------------------------------------------------------------
> Improve employee retention and customer loyalty,with
> American Express
> Incentive Services. Receive our free weekly online
> incentive newsletter
> for updates on the incentives industry and
> information on our programs.
>
http://click.egroups.com/1/5743/5/_/2991/_/962158198/
>
------------------------------------------------------------------------
>
> Got a Performance Management or Appraisal Tip? Send
> yours (200 words or
> less) to perfmgt@egroups.com
> For free articles and reports on this subject to to:
> http://performance-appraisal.8m.com
>
>


__________________________________________________
Do You Yahoo!?
Get Yahoo! Mail - Free email you can access from anywhere!
http://mail.yahoo.com/

Hello Michael,
Thank you for taking the time to answer my question. I have very little
about performance contracts and am very interested in learning more.  I
woulld greatly appreciate any details you could provide. Thank you for your
time and I hope to hear from you soon.
Regards
Gina

-----Original Message-----
From: Michael Murphy [mailto:michaelemurphy@...]
Sent: Tuesday, June 27, 2000 9:57 AM
To: perftips@egroups.com
Cc: jblount@...
Subject: Re: [perftips] Performance Appraisals


Hi,

How about performance contracts with individuals
and/or teams that focus on outcomes and a few outputs?
  A few years ago while working for a state agency that
was piloting a pilot TQM project, the division that I
worked for used performance contracts.  These
contracts were very effective in developing a buy-in,
ownership, and the commitment of the individuals and
teams in their own and organizational success.

If you're interested, I can provide details.

Mike
--- gina@... wrote:
> Hello,
> Currently I am working on redoing the performance
> appraisals for my
> company.  However, while I understand the reason why
> performance
> appraisals exist I do not believe that they are the
> most effective
> tool for improving an employee's productivity.  If I
> can come up with
> an alternate system of providing feedback to
> employees, my boss has
> agreed to implement the plan and get rid of
> performance appraisals.
> Does anyone have any suggestions? Thanks :)
>
>


__________________________________________________
Do You Yahoo!?
Get Yahoo! Mail - Free email you can access from anywhere!
http://mail.yahoo.com/

------------------------------------------------------------------------
Improve employee retention and customer loyalty,with American Express
Incentive Services. Receive our free weekly online incentive newsletter
for updates on the incentives industry and information on our programs.
http://click.egroups.com/1/5743/5/_/2991/_/962158198/
------------------------------------------------------------------------

Got a Performance Management or Appraisal Tip? Send yours (200 words or
less) to perfmgt@egroups.com
For free articles and reports on this subject to to:
http://performance-appraisal.8m.com

Hi,

How about performance contracts with individuals
and/or teams that focus on outcomes and a few outputs?
  A few years ago while working for a state agency that
was piloting a pilot TQM project, the division that I
worked for used performance contracts.  These
contracts were very effective in developing a buy-in,
ownership, and the commitment of the individuals and
teams in their own and organizational success.

If you're interested, I can provide details.

Mike
--- gina@... wrote:
> Hello,
> Currently I am working on redoing the performance
> appraisals for my
> company.  However, while I understand the reason why
> performance
> appraisals exist I do not believe that they are the
> most effective
> tool for improving an employee's productivity.  If I
> can come up with
> an alternate system of providing feedback to
> employees, my boss has
> agreed to implement the plan and get rid of
> performance appraisals.
> Does anyone have any suggestions? Thanks :)
>
>


__________________________________________________
Do You Yahoo!?
Get Yahoo! Mail - Free email you can access from anywhere!
http://mail.yahoo.com/

-----Original Message-----
From: gina@... [mailto:gina@...]
Sent: Monday, June 26, 2000 7:18 AM
To: perftips@egroups.com
Subject: [perftips] Performance Appraisals

Hello,
Currently I am working on redoing the performance appraisals for my
company.  However, while I understand the reason why performance
appraisals exist I do not believe that they are the most effective
tool for improving an employee's productivity.  If I can come up with
an alternate system of providing feedback to employees, my boss has
agreed to implement the plan and get rid of performance appraisals. 
Does anyone have any suggestions? Thanks

Hello,
Currently I am working on redoing the performance appraisals for my
company.  However, while I understand the reason why performance
appraisals exist I do not believe that they are the most effective
tool for improving an employee's productivity.  If I can come up with
an alternate system of providing feedback to employees, my boss has
agreed to implement the plan and get rid of performance appraisals.
Does anyone have any suggestions? Thanks :)

Apologies for the cross-posts.

I'm interested in creating a discussion list related to stress and stress
management, particularly related to work issues. However, I don't want
to take on the task alone, but would like to involve others in creating it,
moderating it, and most importantly promoting it to help recruit
members.

If you are interested please subscribe to the temporary area by
sending email to ch1-subscribe@egroups.com, and introduce yourself
once you are subscribed. In a week or so, we'll start talking about how
we can do this.

It's a great opportunity if you want some experience with lists, or you
are involved in the stress management area (that would be great!).

Thought this might be of interest to list members.

The BIG NEW - Free audio online
========================
We're so excited about this new feature, we couldn't wait till next
month to tell you about it, and we've just started. MANAGEMENT
RADIO IS ON THE AIR. We've brought together some of the best
free audio programs on the net, so you can listen to them at your
convenience. For management related audio go to:
http://www.work911.com/ra/index.htm

You'll find several programs dealing with leadership issues, and a
great one from renowned guru Tom Peters. New material will be
added regularly, so bookmark it and re-visit.

There's more. If you surf over to:
http://www.work911.com/ra/selfhelpaudio.htm
you can learn to use fundamental stress management techniques
included a number of relaxation exercises that are simply
excellent. I know because I've been using them for decades to stay
sane in a nutty world.

Best part is it's all free.

For Webmasters
============
If you are thinking of building a website or already have one in
conjunction with your business, visit the Making Your Web Site
work area of the supersite. There's a lot of free tools, you can
submit your webpages for free, find a webhost, llearn how to
generate income with affiliate programs, and read articles from
some of the best experts in the field. The general address is:
http://www.work911.com/webhelp/index.htm

Many new articles on design and e-commerce at:
http://www.work911.com/webhelp/webdesign.htm and
http://www.work911.com/webhelp/ecommerce.htm

That's it for now. Hope you'll stick with us as we continue to grow
the site, and as always feedback is always welcome.

PS. If you got this far down the page, here's the bonus. Drop in at
http://www.work911.com/free/index.htm for free online helpcards on
communication, management, performance appraisal and
presenting to difficult groups.

Thought I'd let list members know about a new section at the
work911.com supersite. You can get to it at:
http://www.work911.com/ra

I'm an internet audio nut and am always looking for neat free
material to listen to. I decided to create an area with links to,
and/or original material that we will be generating.

At the moment, I've listed several audio programs on leadership
(one long one by Margaret Wheatley); one by Tom Peters on
innovation, a shorter one on corporate cults, and a piece on
marketing.

These are accessible in common formats such as real audio,
windows media player (which are also free for the player programs).

Planning on adding a bunch of stuff on a variety of subjects ranging
from performance management, stress relief.

If any of you have come across interesting audio programs on the
net, drop me a line at rbacal@...

First, a quick note. I've just been informed that my book,
Performance Management - A Briefcase Book will be translated
into Chinese!

Second, we produce a help card called Performance Appraisals
For Managers, which outlines the entire performance management
process, step by step, gives general principles, and tips.

It's available free of charge online (but you can't print it) in adobe
acrobat format. And/or you can order your hard copy on the site.
It's at:

http://www.work911.com/products/helpcard.htm



Visit the work911.com supersite at http://www.work911.com
for work related articles, or to find almost anything including
book reviews and suggestions, discussion lists and more.

Onelist and egroups are unifying their interfaces this weekend. The
list system will be unavailable over the weekend periodically, so
message delivery will be delayed or curtailed.

Looks like some neat features coming, but most are for moderator
convenience...I haven't looked through them yet.

In any event, just a heads up, if you are wondering why your
message gets delayed.

Time for the regular reminder. This is being sent to all Bacal &
Associate/Work911 lists,

List Rules
=======
This list is moderated, albeit lightly. This is done to eliminate junk
mail, and ensure topicality. Please make sure your message has
some relationship to the topic of the list.

Blatant ads are not permitted. Regular contributors are given more
leeway to talk about their sites or services.

We can all learn via disagreement AND agreement. When
disagreements occur, STICK TO THE ISSUES.

Attachments are not permitted and we prefer that you do NOT use
html in messages. No V-cards, or any other stuff like that.

Messages of interest to only one person will not be posted to the
list. Use private e-mail instead.

Generally, cross-posted messages (those sent to a number of lists
at once) are discouraged.

The moderator does not unsubscribe people from the list.
Unsubscribe information should appear at the end of every
message sent. If you hit a snag AFTER following the simple
instructions, then contact the moderator.

Discussion of how the list is run is off-topic unless the moderator
solicits information on the list. If you have a problem, address me
privately, but please understand I have only limited time to discuss
HOW the list is run. If you have a constructive suggestion, pass it
on. If you want to argue, don't (privately or publicly).

If you must use an autoresponder, (like if you go on vacation),
please try to make sure it isn't autoresponding to list messages.

When you reply to messages, please trim the parts you quote.
NEVER quote an entire message -- use only what is essential so
people have a context.

If your message is rejected, please remember the guidelines.
While I try to let people know why, I often don't have the time to do
so. The rejection message tends to sound harsh, but we don't have
any control over it. If you get a rejection message its almost
always because one of the above rules has been violated...it's
nothing personal.

Robert Bacal
Moderator

Time for a few reminders. In the past several days, there have been
several attempts to send viruses in attachments to our lists,
presumably an accidental thing. NEVER OPEN ATTACHMENTS,
particularly *.exe files, or even *.doc files without checking them
with a current virus checker. In fact it's safer to delete ALL
attachments.

We caught the two in question so they never got to the list, but you
need to be careful out there.

Similarly please refrain from sending ANY attachments to lists. Not
everyone can read them, they take up space and it increases the
amount of time needed to run the lists.

Finally, if you wish to unsubscribe to lists, the instructions are
included in each and every message. Requests sent to the list or
to the list moderator to get unsubscribed are almost always
completely  ignored. It's faster for you to do it.

This is being sent to all the work911/Bacal and associates lists.
Sorry if you get multiple copies.

Making Your Website Work is a moderated list specifically for
consultants, trainers, small business and other related professions.
It's mandate is to provide a discussion forum to deal with all
aspects of using websites (and the internet) to support business
goals.

To subscribe send an email to:
workingweb-subscribe@egroups.com

Topics could relate to website design, promotion, search engines,
business strategy, increasing targetted traffic, etc.

The list is young (several weeks old) and already there are 210
subscribers. The volume is reasonably low, but the quality of the
posts has been excellent with people helping each other improve
their sites.

Come on down!

OOPS, I sent a message with the wrong address for the
performance appraisal and management component of the site.
It should be:
http://appraisal.work911.com

sorry about that!

I mentioned I'd update list members on the progress of the
work911.com supersite.

I decided to focus on getting the really useful free stuff working first,
so here's what works.

http://perform.work911.com -
Area - Performance Management & Appraisal. Pretty much
everything works, including the expanded articles area.

http://books.work911.com
Here's the area we offer the best of books and summaries in a
number of areas: performance management, training games,
communication, conflict human resources.

http://conflict.work911.com
Focusing on conflict, interpersonal communication, defusing
hostility and related topics. Again, of most interest will be the
conflict article library which has been expanded from our previous
sites.

Finally our find everything on the web page (which brings together
the best search tools to help you find stuff, is also working. Go to:
http://work911.com/search.htm

Enjoy. The end result (which will take at minimum weeks and
probably into 2000, will be a site with a huge number of resources
on workplace topics.

(PS, you may find bad links, or pages that are not readable. We
are working on it.)

This is being sent to all members of all lists hosted by Bacal &
Associates. Sorry if you receive multiple copies if you are
subscribed to more than one of our lists.

We are madly at work combining all our websites into one central
supersite, at a new easy to remember domain name. That's one
reason I have and will be less active as a participant on these lists,
and less active in promoting lists to other venues. I will continue to
moderate the moderated lists. I've also signed a contract to write a
book on managing difficult people, so my plate will be quite full for
the next three months.

The new site will contain far more resources, articles, links and
tools to help you find what you want on the net. The new site will
also be brought on stream one piece at a time, the first being the
performance management component, followed by the workplace
conflict component. The last component will be the largest which is
the conversion of about 10 megs. of web pages from our main site.

We will also make available FREE copies of some of our
publications and helpcards in pdf format (hopefully it will work).

As a list member you can look forward to links to searchable
archives (nicer than the egroups ones); a vast array of material,
search help, etc..

So, this is basically a heads up for the future (hopefully quite near).

In case anyone is interested, we've decided to do this because our
websites have been tremendously successful, running as high as
4,000 hits a day but averaging about 2,000. I expect the new site
will result in double or triple that.

So, that enables us to provide more resources, and if everything
turns out right, a lot more free stuff for our list members.

Thank you all, listmembers, for your support this year, and as new
components are added, we will notify you via your lists.

Crossposted to lists we run. Sorry if you get multiples, but I wanted
to make sure everyone has a chance to play in our "contest".

Updates
=======
New articles
The great fun giveaway
Our Search page and why you should use it.

New Articles
  ============
Two new articles at: http://www.escape.ca/~rbacal/articles.htm

1) Bi-directional Performance Review - Turning The Process Upside
Down

Maybe employees should evaluate managers? Radical? If you are
a manager be sure to check this out. If you are an employee,
maybe copy this and leave it for your manager.

2) Are You Getting The Bad News You Need?

An article that helps people create good communication at work so
managers and supervisors get the information they need in a timely
manner. Also at
http://www.escape.ca/~rbacal/articles.htm

Free Contest Giveaway
=====================

You folks who make use of our websites have been really good to
us.It's time to repay you with a fun treasure hunt, and we'll supply
the prizes - free helpcards on a variety of subjects, and books from
our library. Here's how it works.

1) Browse over to http://members.xoom.com/topbooks

2) Find any book title listing (at our site) authored by WARREN
BENNIS.

3) Go to the bottom of the page (on any site page). You will find a
link that says "You can enter the contest by clicking here". Click
the link. A window should open that allows you to send us an
email. In that email just type in the name of any of the books listed
on our site by Warren Bennis.

4) Send the email. That's it.

The first two correct responses will receive a helpcard from our
library (a 12.95 value). After that every 50th correct answer will
receive something from our library, perhaps a helpcard or two, or a
book on performance management (it will depend on what we have
on hand).

We will notify winners about once every week or two, and give you a
choice of prizes where possible. We reserve the right to announce
winners on our lists, and to end the contest without notice.

Our Search Site & Why You Should Use It
=======================================

We've assembled some of the top search tools to help you find
what you need on the net. Books, websites, lists, newsgroups,
etc. We've done this to save you time and so you can have a
consistent search site to use. You can access it at:

http://www.escape.ca/~rbacal/search.htm

Apart from saving time, you help us grow our site and add more
resources. Our plans for the year 2000 include creating a supersite
that will include ALL of our sites under one roof, with more free
articles, and clearer and easier access. When you use a search
engine (some of them) on our search page or on our site, we
receive a few pennies for each use. By using the service, you will
help us ensure that our supersite remains free and open to
everyone, by helping to defray online costs.

We don't expect you to search just to help out, but if you are
searching for something it would really help us if you use our search
utilities.

That's it for now. Happy Thanksgiving to our U.S. neighbours.

If you have a tip to share on performance management, appraisal or
performance improvement, you can send it along to:
perftips@egroups.com

Please keep tips short (about 200 words or less).


Visit the Business & Mgmt. Bookshelf - summaries of best books in HR,
interviewing, leadership, motivation, training activities
, and a number of other categories.
Save time and money while finding the best books.
http://members.xoom.com/topbooks

From Performance Management (McGraw-Hill), by Robert Bacal, p
186 (crossposted to performance management list and
performance tips list)

Here are some suggestions for cooling down situations that are
getting too hot:

When conflicts occur during performance-related discussions,
focus on two goals. First, you need to come to some agreement on
the issue. It's not a question of who will win, but of finding a
mutually acceptable position. Second, whatever the subject,
manage the discussion so it's less likely to hurt your relationship
and cause future problems. Both goals are important.

Allow some room for employees to express frustration and anger
without firing back. Sometimes people say things that they don't
mean when they're frustrated.

Remember that conflict occurs when people care about what they
do. Think of conflict about performance as a conversation between
two people who care a lot about what they do.

(a number of other tips are included in the chapter).




Visit the Business & Mgmt. Bookshelf - summaries of best books in HR,
interviewing, leadership, motivation, training activities
, and a number of other categories.
Save time and money while finding the best books.
http://members.xoom.com/topbooks

Visit the Business & Mgmt. Bookshelf - summaries of best books in HR,
interviewing, leadership, motivation, training activities, and a number of other
categories.
Save time and money while finding the best books.
http://members.xoom.com/topbooks
X-mailer: Pegasus Mail for Win32 (v3.11)

From Performance Management - McGraw-Hill, by Robert Bacal, p.
82

Choose the best combinations of methods for communicating
about performance. Begin by answering these two questions:

"What information do I need to do my job (as manager) and when
do I need it?" and

"What information do my employees need to do their jobs and
when do they need it?"

To promote an open nonthreatening climate, explain the reasons
for ongoing communication about performance and invite staff to
suggest useful and efficient ways of doing so.

Aim all communication at identifying and solving problems, not
blaming.

Welcome to the Performance Management & Appraisal Tips list.
You will receive no more than one message per day on this subject
(and probably less). I will be posting short tips and suggestions on
the topic, and invite list members to submit theirs by sending them
to perftips@egroups.com

Due to the nature of the list we cannot guarantee that any specific
posting will be passed on to the list (I'm sure most will).

The guidelines:

1) Tips must pertain to performance management or performance
appraisal.

2) Tips should be short (let's say under 200 words)...we'll have to
see how it all works.

Please note this is NOT a discussion list, but a tips list. If you wish
to discuss any point please contact the author privately, or move
the discussion to the perfmgt list which IS a discussion list.

Finally, we will arrange for an independent archive of the tips and
let you know it's address for future reference.


Visit the Business & Mgmt. Bookshelf - summaries of best books in HR,
interviewing, leadership, motivation, training activities
, and a number of other categories.
Save time and money while finding the best books.
http://members.xoom.com/topbooks

Appoximately once a day, we will post tips, hints, quotes, related to performance appraisal, performance management and or other performance issues.

Group Manager: perftips-owner@egroups.com

To subscribe, send a message to perftips-subscribe@egroups.com or go to the e-groups's home page at http://www.egroups.com/group/perftips/