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Talent and Performance Development
Making sense of performance and talent development systems to create & sustain high performance in organizations. For the BEST of the BEST curated news in performance, change, agile learning, innovation, motivation, social media and careers, SUBSCRIBE to Reveln.com/Tools/
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Scooped by Deb Nystrom, REVELN
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Classic: How to Give Good Feedback, Beyond Appraisal

Classic:  How to Give Good Feedback, Beyond Appraisal | Talent and Performance Development | Scoop.it

"...Human nature hasn't changed - few of us enjoy hearing about our shortcomings, and few of our bosses and colleagues look forward to describing them.


Part of the problem is that work itself has changed - it's more team- oriented, less individualistic. The tougher it is to measure individual performance, the tougher it is to evaluate it."

___________________________


The tougher it is to measure individual performance, the tougher it is to evaluate it."

___________________________


Parkview Medical Center in Pueblo, Colorado ...explor[ed] how best to modify the hospital's existing checklist-based reviews: Which ratings made the most sense? Which scoring systems worked best? But no amount of tinkering satisfied Parkview's leaders.


Dorothy Gill, vice president of human resources, and a team of her colleagues explained their dilemma to the CEO: "He said, 'If there isn't a better way to do reviews, let's just stop doing them.' So we did. 


Gill and her colleagues eventually came up with an idea. It's called APOP, for Annual Piece of Paper. The most valuable kinds of feedback, they concluded, are the daily interactions between leaders and their people - interactions that can't be captured on paper.


The hospital still requires that managers do annual reviews. But instead of being top-down appraisals, the reviews are bottom-up requests for assistance: What can the leader do to make the employee's job easier? What gets in the way of accomplishing the job?


___________________________

There are no scores, no written goals for the next year....  the...process "takes performance reviews and turns them upside down." 

___________________________


And the medium for those reviews is conversation, not written evaluation. There is a form - the APOP. But its only role is to confirm that the conversations took place. There are no scores, no written goals for the next year.


It's literally a piece of paper, signed by the employee and the director, that records the date, place, and agenda of the meeting. The APOP process "takes performance reviews and turns them upside down," Gill says. "Directors don't tell employees how they're doing. They ask open-ended questions to see what will help employees do a better job."


photo: by felipe.cabrera, Flickr CC 

Deb Nystrom, REVELN's insight:

This is a classic article from way back, 1998, that is still fresh and current today on the topic, with many relevant business examples and practice tips.  


Parkview Medical Center is still around.  Hospital reviews are available via US News and World report.  They are placing as one of the top 11 hospitals in the state for several health practice areas.  ~  Deb

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Scooped by Deb Nystrom, REVELN
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S.M.A.R.T. Goals in Social Media or for Anything

S.M.A.R.T. Goals in Social Media or for Anything | Talent and Performance Development | Scoop.it

Short examples illustrate how you can use S.M.A.R.T. goals to improve your social media strategy [and to write better goals for anything.]

Specific
I want my fans to engage more
I want to increase my Page's People Talking About This number

"Engage more" is a nebulous, relative phrase. It could mean more people liking posts, an increase in comments, or any number of "engagement" measures. Instead, specify what metrics you will be using to measure your goals.


NOTE: New Facebook Insights allow us to drill down further and identify even more specific engagement metrics.

Measurable
I want my fans to engage more
I want to increase People Talking About This by 30%  

Set a specific, measurable number. Making your goals measurable will help you know whether or not they have been achieved.
 

- See more at: http://socialmediaclub.org/blogs/from-the-clubhouse/smart-goals-social-media#sthash.JZuLeRGm.dpuf

Deb Nystrom, REVELN's insight:

Here's a great way to get specific with measurement in social media progress, as well as understanding how to set specific goals.  


Also, goal setting can also be a limitation if used to rigidly.   As long as it is used as a tool and adjusted for progress toward a clear purpose, SMART makes semse.  ~  Deb

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Deb Nystrom, REVELN's curator insight, July 12, 2013 2:06 PM

How to avoid those nebulous, relative phrases in goal setting - specific to Social Media.  This is re-Scooped from my companion Talent and Performance Development curation stream.  ~  Deb