000 04199cam a2200385Mi 4500
001 on1032506888
003 OCoLC
005 20240726105211.0
008 171220s2017 maua ob 001 0 eng d
040 _aYDX
_beng
_erda
_epn
_cYDX
_dOCLCO
_dOCLCQ
_dNT
020 _a9781633692794
_q((electronic)l(electronic)ctronic)
050 0 4 _aHF5549
_b.H374 2017
049 _aMAIN
245 1 0 _aHBR guide to performance management.
246 3 _aHarvard Business Review guide to performance management
246 3 0 _aPerformance management
260 _aBoston Massachusetts :
_bHarvard Business Review Press,
_c(c)2017.
300 _a1 online resource (ix, 244 pages) :
_billustrations.
336 _atext
_btxt
_2rdacontent
337 _acomputer
_bc
_2rdamedia
338 _aonline resource
_bcr
_2rdacarrier
347 _adata file
_2rda
490 1 _aHarvard business review guides
504 _a2
520 0 _aAre your employees meeting their goals? Is their work improving over time? Understanding where your employees are succeeding--and falling short--is a pivotal part of ensuring you have the right talent to meet organizational objectives. In order to work with your people and effectively monitor their progress, you need a system in place. The HBR Guide to Performance Management provides a new multi-step, cyclical process to help you keep track of your employees' work, identify where they need to improve, and ensure they're growing with the organization. You'll learn to: Set clear employee goals that align with company objectives Monitor progress and check in regularly Close performance gaps Understand when to use performance analytics Create opportunities for growth, tailored to the individual Overcome and avoid burnout on your team--
_cProvided by publisher.
505 0 0 _aIntroduction: Performance management for a new age of work --
_tSection 1. Goal setting: The characteristics of effective goals: Make them clear and specific, achievable but challenging --
_tDefine employee goals --
_tand decide how they're measured, fit the needs of the individual and the organization --
_tCollaborate with your employee to create a plan for moving forward : steps to accomplishing objectives and adjusting as necessary --
_tSection 2. Ongoing performance management : Assessing performance isn't a one-time event : note good and bad work, and identify root cause --
_tMake a habit of providing feedback : discuss your observations with your employee --
_tCoach your employee to close performance gaps : ask questions to help them solve problems and master new skills --
_tHow to keep your employees motivated : recognize good work and encourage progress --
_tSection 3. Developing employees : Understand your employee's wants and needs : know what your direct report aspires to --
_tExpand your employee's skillsets : basic tactics to learn new areas of expertise --
_tCraft a development plan : define a specific path for future growth --
_tHow to develop someone who's struggling : good performers aren't the only ones who need to grow --
_tSection 4. Formal performance reviews : The case against (and for) annual appraisals : how companies are changing the way they look at reviews --
_tAssess performance, but reconsider ratings : take an individualized approach --
_tHow to conduct the review conversation : tips and tricks for a productive discussion --
_tDefine new goals for the new year : adjust objectives for continued growth --
_tSection 5. Tough topics: Responding to the steady worker : what to do with your stalwarts --
_tPreventing burnout on your team : make sure your people aren't running out of steam --
_tManaging performance of remote employees : from giving feedback to annual appraisals.
530 _a2
_ub
650 0 _aEmployees
_xRating of.
650 0 _aPerformance
_xManagement.
655 1 _aElectronic Books.
856 4 0 _uhttps://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=1798591&site=eds-live&custid=s3260518
_zClick to access digital title | log in using your CIU ID number and my.ciu.edu password
942 _cOB
_D
_eEB
_hHF
_m2017
_QOL
_R
_x
_8NFIC
_2LOC
994 _a92
_bNT
999 _c92391
_d92391
902 _a1
_bCynthia Snell
_c1
_dCynthia Snell