Summary of Painless Performance Conversations

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Rating

8 Overall

8 Applicability

6 Innovation

8 Style

Recommendation

Most managers dislike having critical conversations with the employees they supervise. If not handled well, these “performance conversations” can be painful for employee and manager alike. Leadership consultant Marnie E. Green explains how to make these sometimes wrenching conversations painless and productive. Using the tools that she provides, you can turn performance conversations into positive experiences for both you and your staff members. Such discussions can become spark plugs that enhance your employees’ productivity and engage them more fully in their work. Though some of her sample dialogues seem a bit contrived, Green offers a lot of checklists, charts, pointers to remember, and the like, as well as an overall pleasing conversational tone. Therefore, getAbstract recommends her insights and advice to all supervisors who dread day-to-day performance discussions.

In this summary, you will learn

  • What “performance conversations” are,
  • Why they are important and
  • How to conduct them effectively and painlessly.
 

About the Author

Marnie E. Green, the principal consultant for the Management Education Group, blogs on Jobing.com and presents webinars on HR.com.

 

Summary

You Just Hired Dr. Jekyll and Mr. Hyde
You recruit and hire a new manager: a respected leader with terrific credentials and great recommendations. She begins with a bang, bringing solid staffers onto her project team and providing members with a well-developed strategic plan. But she ...

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Contained in Knowledge Pack:

  • Knowledge Pack
    Performance Management
    Instead of dreading performance reviews, you can make them productive, personal and pleasant – well, okay, maybe not pleasant.

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