Leaders Listen

I Ordered a Three Month Supply of African Mango

African Mango DietI have been overweight for as long as I can remember. I was pleasantly plump as a child and by the time I had graduated from college, I was carrying around an extra 70 pounds. I had tried so many different diets to lose the extra weight. Some of them worked for a bit, but I always gained the weight back. My sister knew of my struggles in this area, so she would often send me email tips and notes of encouragement. One email simply said to check out the african mango at superafricanmango.co sale.

I had never heard of this, but I knew that she would not send me anything without first checking it out herself. Knowing that it passed her test, I was curious and went to see what African mango was. Read more…

Posted by author - February 27, 2013 at 5:30 am

Categories: General   Tags:

Effective Marketing Avenues to Take a Website to Places

Раскрутка сайта SEO оптимизация ...There are many people who made their fortunes through their websites. The creators of Facebook, Hotmail, amazon, yahoo, Google etc. are just some of the most common names among them. The internet has provided a level playing field for the people with the most interesting and innovative ideas to share it with the people from around the globe. If you are one of those people with a hot idea that you want to share with the rest of the world, then seopro can help you to accomplish that goal.

This professional SEO (search engine optimization) firm can help you throughout every aspect of your website creation. With them assisting your goal, you can easily incorporate the marketing elements at the very initial stages of the website creation itself. Read more…

Posted by author - February 12, 2013 at 6:32 am

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Examples of Employee’s Performance Evaluation Sheet

Performance review examplesPerformance review examples are used by companies as the backbone for evaluating the performance of their employees. These evaluation sheets normally have a set of questions that are in template to help managers and supervisors in their assessment. These are also used by companies to develop better employee-supervisor relationships and to improve the condition of work, to increase work rate, to encourage the employee to strive to do better, to inform them if they are doing right or not so that they can do the best they can and to promote the growth of the employee towards their job. So far, according to some results, there are positive effects in doing this evaluation process, one of which is increasing motivation and productivity of the workers and satisfaction in their job, which at the same time, becomes good news to the company. There are many ways to draft performance review examples. Here are some of the factors needed in drafting a sample:

 

Introduction

The introduction contains the specific details about the employee and the evaluation process which includes their name, their department, their position, the name of the evaluator, the position of the evaluator, the date of the evaluation, the date of last evaluation, and the names of the other present evaluators. This is to be used for future references.

 

The Aspects

Performance review examplesGiven below is the performance evaluation example list of some hints that should be answered with either a yes or no. Positive answers only mean that he or she is a good worker and that he or she possesses the good quality of an employee that the company needs. On the other hand, negative means that the employee needs improvement and has to prove that he or she is capable of doing the job.

 

  • is always on time?
  • born with good leadership & communication skills?
  • knows the meaning of teamwork?
  • is acceptive?
  • can handle work pressure?
  • is confident and always gives in superior quality work?
  • is aware of his duties and responsibilities?
  • is an active listener?
  • is adjustable and has good time management?

 

In a performance evaluation process, be sure to establish the right mood, time, and mindset. And with these performance review examples, it will be easier for you to draft your own, tailor-fit to your needs.

Posted by Admin - October 15, 2012 at 7:02 pm

Categories: Commerce, Employment, Leadership, Training   Tags: , , ,

Conducting Performance Reviews on Employees

Making an individual performance review on every employee is essential. This can help any company and business in growing and developing itself.  Aside from that, conducting performance reviews will also help employees to work better and harder. This prompts them to do well, especially when they are compensated for their hard work.

individual performance reviewIn doing an individual performance review, you need to schedule the interview ahead of time. Inform the employee of the meeting and tell him the purpose of the meeting. You can also tell the employee to do a self-review on what he thinks are his strengths and weaknesses.

Start your meeting with light conversation. This helps in making the employee calm and able to open up during your discussion. You wouldn’t want your employee to feel pressured about the individual performance review. You can ask him about things that you remembered during your past interview. You can ask how his kids are doing or if he is still jogging regularly. This can be helpful in breaking the ice.

Try not to make the review stressful for the employees. Make them comfortable and at ease with your questions. Use the same questionnaires for every individual performance review if possible. This is a good idea especially if you will be doing the performance evaluation regularly. Consistency will definitely make every meeting easier and simpler so the employees can know what to expect.

If you already have a rating of the employee’s performance, tell him right away about it. Explain its components and how the rating was given. Add why he had such rating, especially if there was a particular event that led to that rating.

A two-way feedback system is also preferred. Ask the employee for feedback about his performance. You can inquire if he agrees with the rating and his reasons for having a different viewpoint if that is the case. You can also ask how he can improve his performance and have a better rank. This will help him in analyzing his own performance and will make him do better on the next evaluation.

individual performance review

Write down the important points during the meeting. Specify the rating given to the employee and the questions he asked. Include the things you’ve observed in the meeting and how it went. Also add your evaluation and note if a follow-up will be required during the next individual performance review.

 

 

 

Posted by Admin - October 11, 2012 at 8:31 pm

Categories: Commerce, Employment, Leadership, Training   Tags: , ,

What are Performance Review Phrases?

Nowadays, we’ve seen and received performance review phrases that have really caught our attention. But does everyone understand the true meaning of these?

performance review phrasesPerformance review phrases can be work quality, quantity, productivity, technical skills, interpersonal skills, management skills, and more but we should also note that a phrase can be either negative or positive. These are often used in Human Resources Management wherein you will give comments about the applicant, his or her skills, possibility to get the job, and current standing.

 

Organizations and companies also use these performance review phrases to provide feedback, encourage the employee’s development as well as to assess the employee’s progress and contribution to the company and organization. Performance review phrases are euphemisms wherein you are using nicer or better words to describe the situation or something unpleasant. It is better to be pleasant, but still in a businesslike manner, and to stick to the subject.

 

You could also use these phrases in following ways: commending an employee for an outstanding performance, showing some room for improvement to maximize productivity, or in expressing aspects of the job where the employee did not meet the company’s objectives. They are also used to settle misunderstandings and disagreements, especially when you want to make sure that the employee completely understands whatever you are discussing. This will ultimately lead to the development of action points where the employee can make significant improvements in his performance. They are also used to express your confidence towards your employee’s ability in learning and improving, if you need a follow-up, if you wish to reach agreement on an action plan, and when you need to announce a salary increase without getting other employee’s attention.

 performance review phrases

You should categorize your phrases in different ways: attendance, communication skills, attitude towards work, creativity and innovation, dependability, and ability to work effectively in a team. It should also cover the employee’s future potential as a manager or supervisor and things and aspects of the job that he needs to work on to reach those goals. Always remember that the selection of phrases to be used for the performance reviews should reflect objectivity and professionalism. This is to avoid sarcasm and to fight the temptation to make it personal. Keep in mind that this is business and this process should be professionally handled. Whether they are your applicants or employees they deserve to be treated in an objective and professional way.

Posted by Admin - October 11, 2012 at 8:27 pm

Categories: Commerce, Employment, Leadership, Training   Tags: , , ,

Conducting Better Performance Reviews

 

Conducting a performance review that is good, efficient, and effective starts with expectations that are clear in terms of the reasons why it is being done. One good reason would be for the annual employee evaluation where rewards, promotions, and bonuses are based on the performances of the organization and the individual. The supervisor, even prior to the actual performance evaluation itself, may do this by making regular reviews and observations, and documenting employee behavior or encounters wherein an employee was given big and challenging tasks.

The information and observations gathered are also valuable in evaluating if the employee is already a candidate for promotion. Another reason would be to render information that is useful for the career growth, development, and improvement of an employee. But to be able to effectively do that and get much better results, the performance review must first be grounded in trust, honesty, and respect.

Each and every one of the employees is unique, having individual differences in terms of skills, knowledge, abilities and the like. Because of this, the managers and employees should clarify and set performance expectations. By doing this, the supervisor can measure the effectiveness of the employees. Conducting a performance review provides an on-going series of discussions between the supervisor and the employee, having the following expectations:

1. The role of the supervisor being an objective judge of the employee’s performance and ability to coach the employee in achieving better results.

2. Ownership of results by the employee.

3. A two-way feedback system where the employee is given the chance to analyze his/her strengths and weaknesses.

4. To share the conceptualization or development of future visions and goals.

Conducting a performance review gives the employee and the supervisor the chance to discuss what happened in the past, its results, and the knowledge gained from each event. The content of the review is about what to retain from the successes of the past and what to alter or change for the future in order to accomplish the best possible results. With common or mutual understanding of both the expectations and the desired results and outcomes, the employee and the supervisor can create shared values leading to greater chances of success and improvement in their respective sectors, adding and aiding the organization towards the achievement of its vision.

Posted by Admin - October 10, 2012 at 12:38 pm

Categories: Employment, Leadership, Training   Tags: , , , ,