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Painless Performance Evaluations
Marnie E. Green

ISBN-10: 0131706756
ISBN-13: 9780131706750

Publisher: Prentice Hall
Copyright: 2006
Format: Paper; 176 pp
Published: 09/30/2005

Suggested retail price: $23.60
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Appropriate for management, human resource, and business communication courses at the undergraduate or graduate level. 

 

Painless Performance Evaluations brings a practical, step-by-step approach to managing employee performance by providing models for setting clear performance expectations and for conducting performance-related discussions. The approaches offered by Green are widely used in organizations of all sizes to guide managers and supervisors through the performance management process. 

  • Emphasis on real life application of traditional performance evaluation theory
  • Think About It questions allow students to tie concepts to their personal experiences as a supervisor or as an employee
  • Self-Assessments focus the student’s application to their own skills and preferences
  • Hot Tips! summarize important concepts throughout the text
  • Case Studies illustrate the application of the concepts in each chapter and provide thought-provoking questions that allow the student to apply their skills
  • Performance Checklists summarize action items at the end of each chapter
  • Multiple Choice questions reinforce the student’s understanding of the key concepts
  • Objective questions stretch the student to apply the concepts to their personal situation
  • Discussion Formats guide the student through the process of conducting potentially difficult conversations in the workplace

 

  • Leader’s Guide includes at least three group activities in each chapter to use in the classroom to reinforce key concepts
  • Self-Paced Exercise Guide offers “test yourself” opportunities as well as a “take it to the job” challenge in each chapter
  • PowerPoint slides provided in the Leader’s Guide support the text

 1. Introduction to Performance Management.

How is performance management used on the job?

Who drives the performance management process?

Why do supervisors avoid their performance management duties?

Why is performance management so necessary?

What are the trends in performance management?

 2. Navigating the Performance Management Process.

                What steps should I take to effectively manage employee performance?

                What roles do the supervisor, employee human resources, and others play?

                What if my organization’s performance management cycle is different?

                What’s the performance evaluation form got to do with it?

                What’s money got to do with it?

 3. Clarifying Performance Expectations and Setting Goals.

                How can I make my performance expectations clear?

How can I help the employee better understand my expectations?
Why does my organization require me to establish written goals with employees?

                What is the best way to establish goals with an employee?

                How can I use the SMAART concept to set clear and measurable goals?

                What kinds of activities make effective performance goals?

  4. Documenting Performance Fairly and Legally.

                Why should I keep complete performance documentation?

                What kinds of documentation should I maintain?

                What are the elements of effective documentation?

                What does good documentation look like?

                How can a performance log make documenting easier?

                How do I use a performance log?

 5. Making Performance Management a Priority.

                Why should performance management be a priority for me?

                How can I become a more disciplined performance manager?

How can I foster day-to-day performance discussions with my employees?

 

 6. Identifying and Addressing Performance Issues.

                Are your concerns legitimate performance issues or personal pet peeves?

                How can I tell the difference between behaviors and attitudes?

What is the best way to prepare for a performance-related discussion?

                How can I make sure that performance-related discussions do not get derailed?

How can I improve my listening skills?

 7. Rating Performance Objectively.

                Is there one best rating scale for a performance evaluation system?

                How do I explain the rating categories to employees?

                What should rating definitions look like?

                How can I help employees better understand the differences in each rating category?

                How can I ensure that my ratings are defensible if they are ever challenged?

 8. Writing the Performance Evaluation Document.

Where does the information to be included in the performance evaluation come from?
What about employee’s self-evaluation?
How can I make sure I write a clear and effective performance evaluation document?

What do effectively written performance evaluations have in common?
What are some helpful words to get the process started?
How can the poor performance be described diplomatically?
What are the dos and don’ts for writing performance evaluation comments?
What do good performance evaluation comments look like?

How do I avoid surprising the employee in the performance evaluation document?

 

 9. Conducting the Evaluation Meeting.

                What are the key rules for conducting a performance evaluation meeting?

                What should happen before you and the employee meet?

How can I ensure that the employee knows that I’m taking the meeting seriously?

What kinds of questions should I ask the employee during the performance evaluation discussion?

                What is the best format to follow for the performance evaluation meeting?

How can you create an environment where the employee will not become defensive?

What does a painless performance evaluation sound like?

10. Encouraging Employees to Participate in the Performance Management Process.

                How do I encourage my employees to participate in the management of their own performance?

How can I encourage employees to keep me informed of their performance progress throughout the rating period?

How can I encourage employees to write useful and meaningful comments on the performance evaluation document?

How do I encourage employees to fully participate in the entire performance management process?

 

Appendix.

Important terms.

What Did You Learn? Answer key and case study responses.

Sample performance management process.
Three Month Employee Orientation Feedback Summary.

Orientation Period Performance Evaluation.

Employee Performance Evaluation.

Performance Improvement Plan.

Pearson Higher Education offers special pricing when you choose to package your text with other student resources. If you're interested in creating a cost-saving package for your students, contact your Pearson Higher Education representative for pricing and ordering information.

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    • For courses in Introduction to Importing and Exporting and Export Management.

    This is the first text to provide an all-encompassing introduction to the full range of important trade related subjects. Focusing on the basic mechanics of how international trade is actually done, it gathers into a single volume the hows and whys of each step in the process of importing or exporting a product—e.g., shipping, finance, law, trading blocs, insurance, etc.

  • 0136717446Tour of International Trade, A (NetEffect Series)
    Neipert
    © 2000 | Prentice Hall | Paper; 202 pages | Instock
    ISBN-10: 0136717446 | ISBN-13: 9780136717447
    URL: http://www.prehall.com/neteffect
    Brief Description | Buy from myPearsonStore

    • For courses in Business English and Business Writing.

    This text improves students' communication skills by helping them understand and use English terms appropriately. It relies on principles of language development for effective learning, and approaches the process from various directions—context, analysis, comparisons, and memory devices. Students will benefit from this presentation and accumulation of adult learning experience—and by thinking, comparing, using, and remembering.

  • 013060710XVocabulary Basics for Business (NetEffect Series)
    Cox
    © 2003 | Prentice Hall | Paper; 320 pages | Instock
    ISBN-10: 013060710X | ISBN-13: 9780130607102
    URL: http://www.prenhall.com/neteffect
    Brief Description | Buy from myPearsonStore

    • For undergraduate-level courses in Human Relations, Supervisory Practices, Principles of Management, Communications, and Career and Self Explorations.

    Helping students become aware of the strong impact that one's attitude has on every aspect of life, this highly regarded primer in the field of business human relations empowers readers of all backgrounds to play their human-relations roles with greater understanding and sensitivity. Fully updated and fresh with new material, it teaches readers that people who balance their technical skills with human-relations competencies find greater on-the-job happiness, contribute more to the productivity of organizations, and, in general, have more successful careers and satisfying lives.

  • 0131183885Your Attitude is Showing: A Primer on Human Relations [NetEffect Series], 11/E
    O'Neil & Chapman
    © 2006 | Prentice Hall | Paper; 320 pages | Instock
    ISBN-10: 0131183885 | ISBN-13: 9780131183889
    Brief Description | Buy from myPearsonStore

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