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How to Be Good at Performance Appraisals: Simple, Effective, Done Right
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How to Be Good at Performance Appraisals: Simple, Effective, Done Right

3.95  ·  Rating Details  ·  57 Ratings  ·  7 Reviews
Do you supervise people? If so, this book is for you.
One of a manager's toughest--and most important--responsibilities is to evaluate an employee's performance, providing honest feedback and clarifying what they've done well and where they need to improve.
In How to Be Good at Performance Appraisals, Dick Grote provides a concise, hands-on guide to succeeding at every ste
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ebook, 240 pages
Published July 5th 2011 by Harvard Business School Press
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Heather Anne
Jan 10, 2012 Heather Anne rated it really liked it
Dick Grote approaches the topic of how to give performance appraisals with simplicity, common sense and good information.

On the plus side, he approaches many difficult topics that someone could need:
--How to give a negative performance appraisal and fire someone
--How to give a positive performance appraisal and yet manage limited money for raises and performance bonuses.
--the four types of employees: good ones with good personalities, incompetent ones with a good personality (lovable loser), di
...more
Suzanne
May 18, 2014 Suzanne rated it really liked it
Very helpful insights on how to give effective feedback before, during and after formal review periods so that employees know where they stand and where improvements can be made. It's also interesting to learn how to improve the process so that it's meaningful. Great examples and summaries for quick reference.
Joel
Sep 23, 2015 Joel rated it really liked it
If you believe in performance appraisals and merit raises (and the author obviously does), this is a short, clear discussion with good advice.
Janet McNichol
Jan 12, 2014 Janet McNichol rated it it was amazing  ·  review of another edition
The book I wish I wrote on performance reviews. Practical. Useful. So much so we gave a copy to all the supervisors in or workplace.
Mathieu
Oct 20, 2014 Mathieu rated it it was amazing  ·  review of another edition
Wow, I've read many, many books on the topic, this one is hands down the most useful and best written.
Wuf56
Mar 21, 2013 Wuf56 rated it it was amazing
How to Be Good at Performance Appraisals: Simple, Effective, Done Right
Erica
May 10, 2015 Erica rated it really liked it  ·  review of another edition
how awkward to give a rating to a book about how to give ratings...
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“KRAs and KPIs KRA and KPI are two confusing acronyms for an approach commonly recommended for identifying a person’s major job responsibilities. KRA stands for key result areas; KPI stands for key performance indicators. As academics and consultants explain this jargon, key result areas are the primary components or parts of the job in which a person is expected to deliver results. Key performance indicators represent the measures that will be used to determine how well the individual has performed. In other words, KRAs tell where the individual is supposed to concentrate her attention; KPIs tell how her performance in the specified areas should be measured. Probably few parts of the performance appraisal process create more misunderstanding and bewilderment than do the notion of KRAs and KPIs. The reason is that so much of the material written about KPIs and KRAs is both” 0 likes
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