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


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How to Be Good at Performance Appraisals: Simple, Effective, Done Right + 2600 Phrases for Effective Performance Reviews: Ready-to-Use Words and Phrases That Really Get Results + 2600 Phrases for Setting Effective Performance Goals: Ready-to-Use Phrases That Really Get Results
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Product Details

  • Hardcover: 240 pages
  • Publisher: Harvard Business Review Press (July 5, 2011)
  • Language: English
  • ISBN-10: 1422162281
  • ISBN-13: 978-1422162286
  • Product Dimensions: 8.6 x 5.8 x 0.8 inches
  • Shipping Weight: 12.8 ounces (View shipping rates and policies)
  • Average Customer Review: 4.8 out of 5 stars  See all reviews (19 customer reviews)
  • Amazon Best Sellers Rank: #79,161 in Books (See Top 100 in Books)

Editorial Reviews

Review

“Grote has written a valuable guide for managers on how to appraise and improve the performance of their people.” “Unlike many other books on how to improve performance, this one is down-to-earth, a model of clarity and amounts to good value for money. Managers who are facing intractable performance issues would, therefore, likely find it a very powerful work.” – HR Zone

“This book offers managers the skills and confidence to navigate the minefield we know as performance appraisals. More importantly, it provides the wisdom and insight that will help any leader dramatically raise the performance level of their team.” - Donald H. Brush, Ph.D., President, The Renova Corporation

“Those of us who are so fortunate to have worked with Dick Grote know that when he promises How to Be Good at Performance Appraisals: Simple, Effective, Done Right, we can expect solid advice based on real-life experience that actually works! Highly recommended to all managers!” - Thomas Sohns, HR Director, Novo Nordisk; Business Area Africa, Gulf & India

“Great tips and thoughts about how to do effective performance appraisals. A mandatory read for any manager who does performance appraisals.” - Edward Lawler, author of Talent: Making People Your Competitive Advantage and Professor, Marshall School of Business, University of Southern California.

“Almost every manager on the planet struggles with the task of conducting performance appraisals. Finally, there is a practical guide based both on research and business best practices that provides enough advice and how-to steps to successfully guide any manager through the appraisal process.” - John Sullivan, Ph.D., Professor of Management, San Francisco State University

“Dick Grote has been working as a change agent in the C-suite of some of the world’s greatest companies for as long as I can remember. In his book How to Be Good at Performance Appraisals, he takes his expertise a step further. To say it plainly: this isn’t a book for the C-suite; it’s for anyone who manages people.” - Anne Ruddy, CCP, CPCU; and President, WorldatWork

About the Author

Dick Grote is President of Grote Consulting Corporation in Dallas, Texas. He is an expert in performance management and the author of The Complete Guide to Performance Appraisal, The Performance Appraisal Question and Answer Book, Forced Ranking: Making Performance Management Work, and Discipline Without Punishment.

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Customer Reviews

4.8 out of 5 stars
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I read the book this weekend and found it very easy to move through and engaging.
Craig Burma
I also highly recommend this book to people who are responsible of HR function in small and mid-size organizations.
Carlos Maese
It annoys and demotivates good performers while cheering and heartening poor performers.
John Gibbs

Most Helpful Customer Reviews

4 of 4 people found the following review helpful By John Gibbs TOP 1000 REVIEWER on July 21, 2011
Format: Kindle Edition Verified Purchase
The balanced-message technique which managers are typically instructed to use for discussing performance appraisals is categorically wrong, according to Dick Grote in this book. It is a time-proven failure and the reason why people hate performance appraisals. It annoys and demotivates good performers while cheering and heartening poor performers. Instead, an effective performance review gives a single clear message, concentrating on strengths or on improvement needs.

The book contains plenty of other helpful advice, including:

* A performance appraisal is a formal record of a manager's opinion of the quality of an employee's work, so it should be drafted by the manager, not the employee.
* Performance appraisal is necessary to identify gaps in talent within the organisation, best performers who need to be the subject of retention strategies, and worst performers who should be salvaged or cut loose.
* Useful practices which are rarely used include calibration sessions to ensure consistency in appraisals, assessing how well managers do appraisals, and greater use of 360-degree feedback.
* SMART (specific, measurable, attainable, realistic, time-bound) goals are a bad idea because they tend to aim too low.
* If the appraisal is a positive one, it is helpful to give it to the employee an hour before the meeting, but if the appraisal is a negative one this is not a good idea as the message should be delivered verbally.

I found the book very helpful, reasonably short, and entertaining to read. I would recommend it to anyone who has the job of conducting performance appraisals, and I would particularly recommend it to anyone who has the job of designing performance appraisals.
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1 of 1 people found the following review helpful By David Brooks on September 19, 2011
Format: Hardcover
When you see the title of this book, your first thought may be about the annual performance discussion. While there is a chapter devoted to the performance discussion, this book provides a comprehensive view of the entire process of performance appraisal, an A to Z walk through all of the steps that are required to be good at doing it.

Along the way, the author addresses many of the hot topics and tough questions that surround the performance appraisal process. For example, how do you identify good measures of job performance to use in evaluating how an employee performed? Or, what is the best approach to take in discussing an employee's strengths and weaknesses?

The author gives clear recommendations on what the manager should and shouldn't do at each step of the appraisal process. And, the reader gets the benefit of the author's reasoning regarding each such recommendation. That will be helpful in evaluating your (and your organization's) approach to performance appraisal, and in determining your own actions at each step.

The book is concise and readable, and it should help just about any manager to do a better job of performance appraisal.
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By J. Villegas on February 28, 2014
Format: Hardcover Verified Purchase
Great book. Grote lays out sound guidelines and clear practices to add value to an otherwise despised activity. Love the discussion about Prima Donnas and the feedback approach you must use in such cases. I disagree with the “no surprises myth”. Grote insists that when writing a performance appraisal the manager could find problem areas that he/she wasn’t aware of. And here is the issue. Why the manager wasn’t aware of the gap? Irremediably this mean the manager was not doing his/her job properly. In addition if I’m “surprised” by my boss in the performance review I will question him/her: “why you didn’t tell me this before?” This will downgrade my engagement with him and my job. This is the price of your “no surprises myth” policy.
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Format: Kindle Edition Verified Purchase
Well written book for one of management's most dreaded tasks. Performance reviews are so important and there is a lot of conflicting information. The author details how to go about this task and writes in a clear, concise manner.
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By BeMore! on February 4, 2014
Format: Hardcover Verified Purchase
Not a big fan of performance reviews as an leader or an employee - but this was the best read yet. I'm a believer again in both the value of the process and that it can be done well.
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By zulfiqar on January 9, 2014
Format: Kindle Edition Verified Purchase
A coherent and useful read full of practical advice and step by step processes to take through the appraisal process. Gives appropriate emphasis to important steps yet remains concise and to the point. I would recommend this to both the advance and new practitioner as both can learn a lot.
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By CW on July 17, 2013
Format: Hardcover Verified Purchase
highly recommend this small book. It helps me design an appraisal system for my organization from scratch. I agree with most of what the authors say and he clarifies a lot of mysterious terms (such as kra) that other books actually make you confused.
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By Philip J. Kerr on September 21, 2012
Format: Kindle Edition Verified Purchase
I found that this is a very useful guide to what is one of the most difficult tasks in the work place. We all like to give good news. That is easy. Bad news delivered as constructive criticism is the hard one. Dick Grote helps us with this.
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