What a great video, thanks for sharing. YOU ARE A GREAT BOSS! Its important to have a clear line of understanding, communication and guidance in the workplace. Officially following and looking forward to watching your channel.
I enjoyed the video, learned some new skills. thank you, However, I thought the very last few seconds where you asked her to "stop calling you at night" was perhaps a different issue. Could have been left out of the video. Thank you.
thank you for helpfull video, i have workhome about identification perfomance menagament system with video and all your do in the video is very relate and your have good plan do check to evalution. thank you sorry for my bad english.
How important is problem solving? She called them issues, not problems. That tells you she solves the problems without thinking about it. But, everyone needs knowledge on this. Some people are anti problem solving. They may give you goggle d goop talk all day long and they will never get to problem solving. Problem solving is easy. Difficult to do but, easier than not solving problems. Solving problems is natural to some people Some don't want to solve problems but perpetuate them, as a defense mechanism to avoid the fact that they have no skills. They will tell you that you ae a problem for not going along with their defense mechanism. They are NOT problem solvers.
This is the ancient approach to Performance Management - we have since moved on from periodic story telling to data based PM. The ancient approach overlooks the human factor within which there will Always be a risk of poor judgement and errors. Assumptions: 1. Your Supervisor will be objective - that regardless of whether they like you or not they will assess you fairly. 2. That the employee is not reading from a script and that everything they say is accurate. Where is the data; where is the quantitative aspect to support everything that is being discussed? - that you're doing well, that you're this and that. This is human insight..and quite ineffective In short, this is an ineffective PM approach and should be avoided in this day and age because it overlooks data which is an accurate representation of employee performance.
You make an interesting and important point. Yes data should be used for quantitative and quality performance tasks to have things be measured objectively. But some things cannot be measured that way and needs observation and other form of feedback. But the main point here is to take the time to discuss and agree on performance and be on the same page with the employee. This is what is usually missing in managing employee performance and also for coaching people to better performance.
My first employee performance evaluation is coming up and I didn't know what to expect, thank you so much!!
Deborah Alaña good luck and thanks for watching and commenting
Wonderful contents covered. Very helpful method and tool you introduced. Thank you so much.
What an interesting process of performance review. Keep up the good work!
What a great video, thanks for sharing. YOU ARE A GREAT BOSS! Its important to have a clear line of understanding, communication and guidance in the workplace. Officially following and looking forward to watching your channel.
This is great content, thank you for posting this.
This is so helpful as I am preparing for my first performance evaluation with my employees.
Thank you so much
First evaluations can be stressful. Glad this is helpful and thanks for your feedback
love this! Thanks for making it 'real enough' to be able to relate to!
Thank you for your feedback and for watching. Glad this is helpful
@@StephenGoldberg aaaaaaaaaaa
What is the name of the behavioural tool where the 5 core competencies where adapted from?
Thanks for this video! Very educational.
The five core competencies was taken from the Profiles Performance Indicator, a tool that I provide to my clients for training and coaching purposes
May you please share the form link
Sure. Here's the link to access all of my worksheets, templates, and form: link.meetyourva.co/widget/form/1HhVUVUjrPPszwLFhiDz
VEDIO IS VERY INFORMATIVE & IT WILL HELP ME FOR COUNSELLING MY SELF FOR MY PERFORMANCE EVALUATION & MY STAFF AS WELL.
I thought so too.
you sound like a great Boss 👍
Thank you very much. I learned a lot
Please provide the form of core competencies for review - thanks
the form is available from my website. See link in video description for forms
I am currently writing a paper on performance evaluation, how can i quote you, to avoid plagiarism, do you have any published works
You can quote me from my videos or my blog articles as long as you credit me as the source
excellent demo...stephen dude.....
Hello! What is the difference between performance evaluation form and performance evaluation report form po? Thank you so much!
Not sure I understand your question or know the difference
Thank you!
You're welcome!
I enjoyed the video, learned some new skills. thank you, However, I thought the very last few seconds where you asked her to "stop calling you at night" was perhaps a different issue. Could have been left out of the video. Thank you.
I think that was great, brutal honesty
I get so stressed, when this times come,I always feel like pulling out, coz of this , maybe this yr will be different..
The way they have to sit so close together with legs almost touching is cringy. They really don’t have a table to sit at?
thank you for helpfull video, i have workhome about identification perfomance menagament system with video and all your do in the video is very relate and your have good plan do check to evalution. thank you sorry for my bad english.
Welcome and thanks for commenting
@@StephenGoldberg My professor said your video is best ideal of Perfomance Management System👍
@@NurulZhafirah Very nice to hear that, thanks
How important is problem solving?
She called them issues, not problems.
That tells you she solves the problems without thinking about it.
But, everyone needs knowledge on this.
Some people are anti problem solving. They may give you goggle d goop talk all day long and they will never get to problem solving.
Problem solving is easy. Difficult to do but, easier than not solving problems.
Solving problems is natural to some people Some don't want to solve problems but perpetuate them, as a defense mechanism to avoid the fact that they have no skills.
They will tell you that you ae a problem for not going along with their defense mechanism.
They are NOT problem solvers.
This is the ancient approach to Performance Management - we have since moved on from periodic story telling to data based PM. The ancient approach overlooks the human factor within which there will Always be a risk of poor judgement and errors. Assumptions:
1. Your Supervisor will be objective - that regardless of whether they like you or not they will assess you fairly.
2. That the employee is not reading from a script and that everything they say is accurate.
Where is the data; where is the quantitative aspect to support everything that is being discussed? - that you're doing well, that you're this and that. This is human insight..and quite ineffective
In short, this is an ineffective PM approach and should be avoided in this day and age because it overlooks data which is an accurate representation of employee performance.
You make an interesting and important point. Yes data should be used for quantitative and quality performance tasks to have things be measured objectively. But some things cannot be measured that way and needs observation and other form of feedback. But the main point here is to take the time to discuss and agree on performance and be on the same page with the employee. This is what is usually missing in managing employee performance and also for coaching people to better performance.
@@StephenGoldberg Fair point.
@@A-saysitasitis Nitafute linkedin unisaidie na PM yangu plz Annie Wangari
@@anniewangarikaranja2497 Ok to discuss further- there are several Annie W....'s😅
@@StephenGoldberg😂. AAFJL;"GSAASFKL;’’SASHL;’! qtyiopfzDj/😂❤❤❤❤😂🎉🎉🎉🎉😢😊
Wow
i like it