It’s Your Performance Evaluation – Own it!

Creating effective performance evaluations is factual, not the place for “fluff”. For you and your boss to be pleased with the results takes work and time. The advantage is that you both benefit from the results. They have selected positive information to include in their report to upper management and you have submitted data specifically tied to monetary compensation and/or negotiated benefits for the coming year. Let’s look at your bosses’ role and the part you play: Do you have an annual or quarterly performance evaluation? Is it written or oral or a combination? Does your boss write it and send it to you for comment before the formal evaluation?  If your answer to some or all of these is “no”, then what? The Role of the Boss Your employer generally is paid to solve problems, creating an efficient and effective work environment. Many larger organizations have specific forms relating.

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Consistency in Today’s World?

Consistency can be defined as adherence to the same principles, course, etc. Why is this concept so hard for us to grasp, much less maintain?  From my perspective, it involves a number of factors – age, attitude, persistence, self-discipline, responsibility, and lifestyle, to name a few. As with other things, it can lead to boredom – when practiced in the extreme. But, for now, let’s just assume we need more of it – not less. We are told it is a key tool in training children and animals – so they know what to expect, each and every time. That can lead to a sense of security, setting boundaries, and creating stability. Ok, I will say that in the 1950’s, consistency was practiced and approved generally in society, especially in America. Vector forward to 2016 and our life today – the changes in technology alone have created massive distractions and.

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Effective Communication Secrets

Susan Jeffers, author of Feel the Fear and Do It Anyway, suggests an interesting tool for improving personal relationships which I believe can really improve professional relationships. She suggests picking up the mirror (where we look inward and take responsibility for our actions and reactions), instead of the magnifying glass (pointing our finger at someone else). Great visuals to use the next time I get into a potentially confrontational work situation. How about you?

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