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      Newest Additions

      Popular Workplace Topics

      We have hundreds of articles to help you become more successful in your workplace. Below are the most popular topics. For even more go to the articles main page


      Check out the book on the British Amazon site Check out amazon for complete information on the print edition In Canada? You can get this from within the country via amazon.ca The Kindle version can save you tons of money, and you can read it on almost any device with the free reader software Buy the PDF from us and save BIG. And, yes you can print it out or view it on a screen.

      Performance Management, Performance Appraisals and Employee Reviews

      Over the years, I've had the honor of being asked to write a number of books on topics related to managing employee performance, conducting employee reviews and appraisals and improving both individual and organization performance.

      I've also written a number of articles on the topic, and I'm happy to present them here in the hope that we can make performance management a process that adds value to all.


      For additional articles on management and leadership, please click here

      • Seven Stupid Things Employees Do To Screw Up Performance Appraisal
        Simple, short and to the point and part of our series on how employees, HR and managers "screw up performance appraisal". And, I might ad, a classic article that's been reprinted, along with the others in the series, HUNDREDS of times.
      • Seven Stupid Things HR Does TO Screw Up Performance Appraisal
        Well, it's only fair, right. Employees, managers and HR have a hand in making performance appraisals work so let's get them all in the hopper. Actually, HR does a number of things that actually get in the way of having an effective performance management and improvement system. Again, classic.
      • Seven Stupid Things Managers Do To Screw Up Performance Appraisals
        Moving right along to managers, and the mistakes they make with performance appraisals. Once again, a classic article.
      • Why Employee Ranking Systems Lead To Disaster
        Popularized by Jack Welch at GE, employee ranking seems to be losing steam, and for good reasons. Legal challenges and poor logic make ranking and "rand and yank" dangerous to company and employee success. Kudos to Jack for seemingly making it work, but it had more to do with him than with the soundness of the "scheme". Don't try to emulate this, you will fail.
      • Why Rating Systems Don't Work For Employee Appraisal
        Employee ratings fail on almost EVERY criterion you might apply. They are unfair, invalid, misleading, and almost always used incorrectly. You need to know this, since ratings are the most common method used in large companies to "evaluate" staff.
      • Why Improving Performance Management Systems Is So Difficult
        Why is it that companies often revamp their performance management systems, only to end up with something a little different, but ultimately the same as the old system?
      • Diagnosing Performance Problems
        Absolutely critical to improving both individual and organizational productivity. You can't fix things if you don't know what's "broke" and what is causing the problems.
      • Biases That Affect Manager's Evaluations of Staff
        No appraisals of anything are objective, but there are some frequently found errors that occur when managers evaluate staff.
      • Five Sins Of Discipline
        Discipline is about making a better future, and encouraging learning, but it's often misunderstood. Learn about what discipline REALLY means.
      • What IS The Point Of Performance Appraisal
        Performance appraisal can't work if we don't know what the heck it's for and how to use it to achieve important outcomes. It's not rocket science but it's a bit more complex than you'd think.
      • Bidirectional Evaluation - You Evaluate The Boss, The Boss Evaluates You
        What works well with staff evaluations is that there is communication going both ways. Not only is it a chance for employees to learn how they can be effective contributors, but it should also be a time when managers learn from employees about how THEY can clear away barriers to performance. Hence, the notion of bidirectional evaluation, bidirectional feedback.
      • Discipline & Performance Problems Quick Tips
        Some quick hints and tips about how managers and supervisors can deal with problem performance.

      About Company

      Bacal & Associates was founded in 1992. Since then Robert has trained thousands of employees to deal with angry, hostile, abusive and potentially violent customers. He has authored over 20 books on various subjects, many published by McGraw-Hill.

      About

      Robert Bacal

      About The Company
      About Our Seminars & Services
      About Our Websites
      Privacy Policy

      Our Related Websites

      Building Bridges Between Home And School For Educators
      Just for teachers, administrators and school staff

      Angry Customer Guides and Defusing Techniques
      Hundreds of tips and techniques for dealing with nasty people.

      Customer Service In Government

      A site dedicated to those in the public sector who deal with difficult, angry, frustrated taxpayers.

      Bacal & Associates Store
      Free and paid guides, books, and documents on business, management and more.

      We Believe

      • Training sessions should ALWAYS be customized to fit YOUR context.
      • Our role is to make you self-sufficient and self-sustaining.
      • Fees should be reasonable, fair, and flexible to fit different budgets.
      • The only way to further success is to challenge the existing "wisdom" through critical thinking and basing our services and books on a complex reality.

      Get in Touch

      • Phone:
        (613) 764-0241
      • Email: [email protected]
      • Address:

      • Bacal & Associates
      • 722 St. Isidore Rd.
      • Casselman
      • Ontario
      • Canada, K0A 1M0





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