You are an awesome lady and very easy to listen to. What I like most was your engaging way to speak on camera and how you provided specific examples. Really enjoyed it. Thank you!
I love this! My employer shared this in the human resources section of our portal. As an employee who does not do appraisals, this was really interesting to take in. We do have to do a self-appraisal, using the same form and format that our supervisors use for our official appraisals. It sometimes feels impossible to do a self-appraisal, not knowing how your supervisor will/should be doing it. This will help me with mine (which I am working on now) so I can be more succinct and also more realistic. Thank you for this insight!
his was great, I been tryin to find out about "long term maintenance plan example" for a while now, and I think this has helped. Ever heard of - Peanlivory Singular Predominance - (Have a quick look on google cant remember the place now ) ? It is an awesome one off product for discovering how to learning how to start a successful handyman business without the headache. Ive heard some incredible things about it and my cousin got excellent results with it.
"The merit rating nourishes short-term performance, annihilates long-term planning, builds fear, demolishes teamwork, [and] nourishes rivalry and politics. It leaves people bitter, crushed, bruised, battered, desolate, despondent, dejected, feeling inferior, some even depressed, unfit for work for weeks after receipt of rating, unable to comprehend why they are inferior. It is unfair, as it ascribes to the people in a group differences that may be caused totally by the system that they work in." W Edwards Deming
Wow! I don't think this lady has lost or can lose any presentation she makes....if I have a great idea and have to pitch to Shark Tank, I'm hiring her to do the talking :)
Best advice "When I know exactly what I did well, I can replicate it. When I know exactly what didn't go well, I can change it. But when I am not sure what you are talking about, I don't know what to do"
Please help me in my assignment .. My teachers has given me to make a performance appraisal form for the post of lecturer and to include standard (KPIs) from job description and the approach ( behaviour, triat or result )?? Which goes with this post best and then in the end judgemental or mechanical method ????
Nicely explained. Just wanted to add that constructive performance reviews have been doing phenomenally well for companies who are implementing it. Imagine having all companies just accepting positive performance reviews? That'd decrease the employee exit from the company by a massive amount. Your views?
so, you just said it in many words, defensive, constructive/negative, fluff....whats the real use of these? we are human and we do the best we can. Why not just sit and have conversations about our roll and what struggle we might have been dealing with, how we see our roll supporting our management? I mean damn, these do bring on a feeling of neglect and betrayal. Im here daily working my azz off, babysitting others work productivity, enduring certain negative whining of other employees view & frustrations, all for someone who really thinks Im not doing their best? This is good for anyone?
When using BARS method for performance appraisal, can we use the frequency of an employee using CAR approach for rating for his asserted coherent thinking skill in answering other mock behavioral questions with CAR approach? The above question means not directly asking his feeling and thinking of one’s coherent thinking skill, and then dividing the total numbers of mock behavioral questions by the total numbers of his using CAR approach for answering other mock behavioral questions to summarize and rate his performance of coherent thinking. Let’s say: There are total 50 behavioral questions, each with a 1-5 point scale (Dreyfus model of skill acquisition: 1-Novice, 2-Advanced Beginner, 3-Competence, 4-Proficient, 5-Expert) and he used CAR approach for answering 54% of them. And in the end, I rate his skill acquisition level of coherent thinking skill a three.
I never get good feedback. I once TODAY just got a "attaboy:.. I damn near fell off my chair. Usually Im treated like a red headed step child. no lie. but I do love what I do, so I can overlook that ignoring to a degree.
Self appraisal are bad. It caused more problems with organisation because people dont take feedback esp companies. It should just be from employer end not left to individual employees. It didnt work for me and eventually I was dismissed few months later.
Thank you Shari. That was very sensible. See me here at a small graduation this year 2015. th-cam.com/video/hDV78TJ7M3I/w-d-xo.html . You should teach my MBA's sometime? Cheers, Prof. Robin Rowley
Just like employees, leaders too need feedback to improve. Read global influencer Saahil Mehta’s interview, where he elucidates on creating a more synergistic and harmonious workplace th-cam.com/video/hR9YzkGvwYo/w-d-xo.html
the best way of learning about appraisals is to listen to this lady.. great video Shari!!
You are an awesome lady and very easy to listen to. What I like most was your engaging way to speak on camera and how you provided specific examples. Really enjoyed it. Thank you!
This is just spot on!! sharp delivery of what was needed. thank you very much
Excellent. More managers should listen to this presentation.
I love Shari's training videos. Good information and sense of humor.
The information is specific and provides practical solutions. Thank you!
I love this! My employer shared this in the human resources section of our portal. As an employee who does not do appraisals, this was really interesting to take in. We do have to do a self-appraisal, using the same form and format that our supervisors use for our official appraisals. It sometimes feels impossible to do a self-appraisal, not knowing how your supervisor will/should be doing it. This will help me with mine (which I am working on now) so I can be more succinct and also more realistic. Thank you for this insight!
This is the best video ever, all the information is clear and easy to understand. Thank you so much for your great lesson.
his was great, I been tryin to find out about "long term maintenance plan example" for a while now, and I think this has helped. Ever heard of - Peanlivory Singular Predominance - (Have a quick look on google cant remember the place now ) ? It is an awesome one off product for discovering how to learning how to start a successful handyman business without the headache. Ive heard some incredible things about it and my cousin got excellent results with it.
Great! Makes the process simple, clear, objective and inclusive. Not rocket science and emotionally draining.
Thank you! I'm an MIS student and we're learning how to do appraisals - this video is really helpful.
This is a really great training video! Simple, logical, and real! Good stuff.
this was actually very helpful and good actionable info. also a confirmation about what i'm already doing right (pat pat) 😁😁 thanks!
This was great more insightful than the last 20 blog posts I've read. Thank you.
You provided a lot of good information to prepare oneself to establish evaluation tools and measures. Good tips and tools. Thank you.
I really appreciate this video. You gave such an insight into the entire process. Thank you
Best video that I have encountered regarding this subject so far. Great Job. I totally agree with you.
Really really helpful on a subject that is my self assessed 'thing I could do better' for a long time. Thank you.
Wish I had you as my boss forever Shari... Brilliant vdo
You have done an amazing job. Love the information. I shall apply this in my reviews
This is excellent Shari. Thank you!
"The merit rating nourishes short-term performance, annihilates long-term planning, builds fear, demolishes teamwork, [and] nourishes rivalry and politics. It leaves people bitter, crushed, bruised, battered, desolate, despondent, dejected, feeling inferior, some even depressed, unfit for work for weeks after receipt of rating, unable to comprehend why they are inferior. It is unfair, as it ascribes to the people in a group differences that may be caused totally by the system that they work in."
W Edwards Deming
Thank you so much! This is very useful. I am preparing for my report about appraisal.
Love the simplicity of your process!
This is very clear and specific. Thanks
Great video! Very helpful especially for someone new to a leadership role
Do you have tips on a written review?
Very useful tips for conducting an appraisal session
This was very successful. Thank you for the advice and instruction.
Great composure and candidness !! thanks for sharing this sensitive subject in a mature & balanced way
Excellent vid - thank you
Thank you Shari for your contribution to realy good and constructive appraisals!Kind regards, Machiel
Thank you. This was extremely helpful.
Thank you Shari it's useful !!!
Excellent session
Really very helpful !
Thank you shari
GREAT WORK!!
You are awesome! Thanks for the advise. This definitely help me a lot.
I liked it so much!
Nice sharing
Thank you I feel so empowered!
Wow! I don't think this lady has lost or can lose any presentation she makes....if I have a great idea and have to pitch to Shark Tank, I'm hiring her to do the talking :)
Thank you so much for this!!
Best advice "When I know exactly what I did well, I can replicate it. When I know exactly what didn't go well, I can change it. But when I am not sure what you are talking about, I don't know what to do"
Excellent! Thank you.
MyTube C
hannel
That was great
Great advice!!!!!!!!!!!!!!!!!!
Please help me in my assignment ..
My teachers has given me to make a performance appraisal form for the post of lecturer and to include standard (KPIs) from job description and the approach ( behaviour, triat or result )?? Which goes with this post best and then in the end judgemental or mechanical method ????
Nicely explained. Just wanted to add that constructive performance reviews have been doing phenomenally well for companies who are implementing it. Imagine having all companies just accepting positive performance reviews? That'd decrease the employee exit from the company by a massive amount. Your views?
Thank you very much.!!!🙂
Thanks.. It was indeed useful.
so, you just said it in many words, defensive, constructive/negative, fluff....whats the real use of these? we are human and we do the best we can. Why not just sit and have conversations about our roll and what struggle we might have been dealing with, how we see our roll supporting our management? I mean damn, these do bring on a feeling of neglect and betrayal. Im here daily working my azz off, babysitting others work productivity, enduring certain negative whining of other employees view & frustrations, all for someone who really thinks Im not doing their best? This is good for anyone?
Thank you Madam for your information, regards from Australia
Thank you!
Great video, thanks, but unfortunately a lot of employers need to be reviewed these days, and need to change their ways!
Waooo.this is so helpful.. Thank you
Thanks!
Hello Ms. Harley, I am a novice learner of HRM, could I ask a foolish question?
When using BARS method for performance appraisal, can we use the frequency of an employee using CAR approach for rating for his asserted coherent thinking skill in answering other mock behavioral questions with CAR approach?
The above question means not directly asking his feeling and thinking of one’s coherent thinking skill, and then dividing the total numbers of mock behavioral questions by the total numbers of his using CAR approach for answering other mock behavioral questions to summarize and rate his performance of coherent thinking.
Let’s say: There are total 50 behavioral questions, each with a 1-5 point scale (Dreyfus model of skill acquisition: 1-Novice, 2-Advanced Beginner, 3-Competence, 4-Proficient, 5-Expert) and he used CAR approach for answering 54% of them. And in the end, I rate his skill acquisition level of coherent thinking skill a three.
Good video.
I never get good feedback. I once TODAY just got a "attaboy:.. I damn near fell off my chair. Usually Im treated like a red headed step child. no lie. but I do love what I do, so I can overlook that ignoring to a degree.
Self appraisal are bad. It caused more problems with organisation because people dont take feedback esp companies. It should just be from employer end not left to individual employees. It didnt work for me and eventually I was dismissed few months later.
hi I want information about the impact of empowerment on job performance
will employee evaluation have the chance of firing someone??
Great words By shari Harley Execute it n Delivered
Seems it’s sensible to bin this stupid process and just deal with someone if there is a problem with their work.
good video however its biased to managers less to reportees...
it's 2018 and it's great
Common fault. Hmm... Too much Waffling (:
Me file includes what ??
Great evaluation forms here
www.lawdepot.com/contracts/employee-evaluation/?pid=pg-ETIGE7YYBK-employee-evaluationtextlink&loc=US
Thank you Shari. That was very sensible.
See me here at a small graduation this year 2015.
th-cam.com/video/hDV78TJ7M3I/w-d-xo.html
. You should teach my MBA's sometime? Cheers, Prof. Robin Rowley
Just like employees, leaders too need feedback to improve. Read global influencer Saahil Mehta’s interview, where he elucidates on creating a more synergistic and harmonious workplace th-cam.com/video/hR9YzkGvwYo/w-d-xo.html
They’re a complete waste of time
♡♡♡♡♡♡♡♡♡
to much talking
Oh no! You're starting to vocal fry too! Please ladies, use your voice, breath.
Yeah they want you out! This is silly and not realistic.
Fantastic. Thank you very much !