Dear Madame I appreciate this vedio It helps me to conduct PR in a structured manner to improve the performance and how to meet the expectations of both parties Thank you for the inside given to me Ca.Chandrasekar, Chennai,India
This is amazing. I figured it was suppose to be something like this. I've been working for 23 years and not once have I had a performance review anywhere near what was described. I'm hoping to experience this at my next place of employment. I'll be re-watching this video a few times to let it all soak in so that I can be a great people leader. Thank you so much!
I am prepping for conducting my first official performance review next week, as well as prepping for my first (upcomming) professional review in many years. Your presentation is Very Helpful! Thank you so much 🙂
Vry well explained Ma'am the topic nd as a professional I find it very inspiring.Useful vdo.lecture with new concepts which is very admirable.vry innovative nd knowledgeable lecture.Thanx.A leader is the back Bone of any Sector so he should be humble nd matured overall.Thanx👍👍
Often in large companies, most people get strong or meets expectations rating. This is how the system is structured. Therefore ratings higher than meets expectations are rare at least in the beginning years. This makes the employees who are full of motivation feel like no matter what they do they cannot get better ratings. Some employees also ask directly what they could have done better to get better ratings. If they already did good work, the manager’s answer most often is unsatisfactory. Any suggestions on this matter? Thanks for your insightful videos!
I can see how this is a problem in many larger companies. I would be more specific with my questions and focus on an area you want to improve on. For example, rather than ask, "do you have any suggestions on how I can improve at work?", say "I would like to improve how I delegate. Can you give me some tips on how I can delegate better?". With a question that's more focused, this can help the managers to give you advice you can work with.
Thank very much for your educative message Karoronin. can you share a how to develop a Action plan after a performance dialogue. PR. what elements should I look at for Primary School grade preprinary to Grade 7.
Thanks a lot for your video, great information. I was recently hired as a manager in July, and I'm expected to conduct a performance review (PR) for my team members. I have two challenges: 1. How do I conduct a PR when I'm a new hire? 2. The company policy states that employees are supposed to be responsible and should give themselves PR scores on the objectives agreed on at the beginning of the year. How do I tackle this issue? Am I supposed to convince each person I conduct a PR with that they should have given themselves lower scores on certain areas based on facts I've gathered from working with them for only three months? I'm interested to know what you think. Sorry for the long message. 😅
Create a metric system for evaluation. Address the issues, rate it… set up a training if needed.. And then tell them that you will schedule a reevaluation within 2 weeks.. month etc. and using the same metric system you can discuss improvement.
Since your presentation was very commendable the entire things you've covered was also acknowledged. But in the first phase of your video an add popped up? Kara ma'am I think this should not be there.
This video will definitely help you out ruclips.net/video/y0gZy0yOPqc/видео.html it's "What questions to ask when you're conducting a performance review". I hope it helps!
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Dear Madame
I appreciate this vedio
It helps me to conduct PR in a structured manner to improve the performance and how to meet the expectations of both parties
Thank you for the inside given to me
Ca.Chandrasekar, Chennai,India
This is amazing. I figured it was suppose to be something like this. I've been working for 23 years and not once have I had a performance review anywhere near what was described. I'm hoping to experience this at my next place of employment. I'll be re-watching this video a few times to let it all soak in so that I can be a great people leader. Thank you so much!
Thanks for sharing these tips, Kara. Makes sense and easy to apply.
I have no experience in one on one's and my style of leadership so this is really helpful for me, all your content is gold, thank you ❤
I'm so happy to hear this video is helpful for you!
This is the best performance review I've seen. Many thanks Kara
The best and most detailed video i've seen on this issue. Thank you ❤
High level learning experience . Thank you so much Madam
I am prepping for conducting my first official performance review next week, as well as prepping for my first (upcomming) professional review in many years. Your presentation is Very Helpful! Thank you so much 🙂
Wonderful video that addresses so many performance review challenges with great suggestions.
super helpful, thank you so much for sharing!!
Vry well explained Ma'am the topic nd as a professional I find it very inspiring.Useful vdo.lecture with new concepts which is very admirable.vry innovative nd knowledgeable lecture.Thanx.A leader is the back Bone of any Sector so he should be humble nd matured overall.Thanx👍👍
Thank you for this kara. Learned a lot. Surely going to implement this on my year end review!
This is quality content, I'll be using a lot of this in my next performance reviews with my team. Thank you!
I'm so happy you found it helpful!
Often in large companies, most people get strong or meets expectations rating. This is how the system is structured. Therefore ratings higher than meets expectations are rare at least in the beginning years. This makes the employees who are full of motivation feel like no matter what they do they cannot get better ratings. Some employees also ask directly what they could have done better to get better ratings. If they already did good work, the manager’s answer most often is unsatisfactory. Any suggestions on this matter? Thanks for your insightful videos!
I can see how this is a problem in many larger companies. I would be more specific with my questions and focus on an area you want to improve on. For example, rather than ask, "do you have any suggestions on how I can improve at work?", say "I would like to improve how I delegate. Can you give me some tips on how I can delegate better?". With a question that's more focused, this can help the managers to give you advice you can work with.
Thank very much for your educative message Karoronin. can you share a how to develop a Action plan after a performance dialogue. PR. what elements should I look at for Primary School grade preprinary to Grade 7.
Thanks a lot for your video, great information.
I was recently hired as a manager in July, and I'm expected to conduct a performance review (PR) for my team members. I have two challenges:
1. How do I conduct a PR when I'm a new hire?
2. The company policy states that employees are supposed to be responsible and should give themselves PR scores on the objectives agreed on at the beginning of the year. How do I tackle this issue? Am I supposed to convince each person I conduct a PR with that they should have given themselves lower scores on certain areas based on facts I've gathered from working with them for only three months?
I'm interested to know what you think.
Sorry for the long message. 😅
Madam, excellent work. Please keep it up.
helpful video thank you so much for this explain
thank you! this helped me improve my teams performance review
That's fantastic to hear!
great learning experience
This is so good
When is a raise typically discussed
How does one deal with non performance of team member,
Create a metric system for evaluation. Address the issues, rate it… set up a training if needed.. And then tell them that you will schedule a reevaluation within 2 weeks.. month etc. and using the same metric system you can discuss improvement.
This is amazing thank u❤
I'm glad you liked it. Thank you for watching ❤
Your analysis is excellent. It's not easy being a manager. We have many sizes of LED display, need to contact me.
Since your presentation was very commendable the entire things you've covered was also acknowledged.
But in the first phase of your video an add popped up? Kara ma'am I think this should not be there.
Thanks for watching Jyotirmay. Unfortunately, I don't have control over where RUclips places the ads.
Very Nice 😊
Thank you!
I got a hole team and we all ready
Thanks a lor
Which questions am I supposed to ask during a performance review
This video will definitely help you out ruclips.net/video/y0gZy0yOPqc/видео.html it's "What questions to ask when you're conducting a performance review". I hope it helps!