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Minggu, 21 November 2010

5 Tips on Employee Performance Reviews

By SCORE
  1. Concentrate on what you and the employee can achieve together in the future. Don’t use performance reviews just as a means of telling workers everything they’re doing wrong.
  2. Strive for consistency and fairness. Apply performance criteria to all employees, not just a few.
  3. Encourage employees to evaluate themselves and to discuss their own strengths. Your view of an employee and the employee’s view of himself should match fairly well. Otherwise, it’s a warning signal.
  4. Be honest about poor performance, but not brutal. Document your observations in writing.
  5. If you’re small enough that constant communication and feedback are taking place, you may be able to avoid performance reviews. But don’t send the message that performance isn’t critical.


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5 Tips for Hands-On Leadership

By SCORE

  1. Be there. Entrepreneurs warn that a successful business can slip when an owner is not there at least part of every day, keeping in touch with how things are going.
  2. Set an example for working hard. One wholesale bakery owner sometimes sleeps on the couch in his office so he can be there when the early shift comes in at 4 a.m.
  3. Don’t confuse “hands-on” managing with micro-management. Set objectives and offer guidance, but don’t make employees do every little thing your way. Gauge what they do by the results.
  4. Understand your business down to the last detail. The founder of a toy-store chain visits the stores and spends time doing each job (selling, clerking, etc.) and observing customers’ reactions.
  5. Stay in touch with “stakeholders”—including customers, employees and suppliers.
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