MPOWER
MPOWER Newsletter
 
July, 2011 - Vol 1, Issue 7
In This Issue
Satisfaction is Job 1
Performance Review Tips
Quick Links
 

Join Our Mailing List!

 

Find us on Facebook

 

View our videos on YouTube 

 

"Man is a goal seeking animal. His life only has meaning if he is reaching out and striving for his goals."

 

                        ~ Aristotle

  

Review BoardHow can you possibly improve what you're doing if you don't get any feedback on your performance? The answer is simple: You can't. Find out why feedback is integral to satisfaction and also learn a few tips on conducting performance reviews in this issue.

 

Satisfaction is Job 1

 

Remember the old advertisement: "At Ford, quality is Job 1"?  Millions of man hours have been devoted to exploring quality improvement.  Probably everyone from the CEO down understands that quality satisfactionultimately means profitability.  However, quality is not "Job 1."  It's really Job 2, and there's another Job 1 that makes quality more easily attained.  Employee satisfaction is really Job 1.  Once you achieve that, quality and then profitability pretty much fall into place.  

Read more....  

Performance Review Tips

Review 

Performance reviews are about as attractive as a visit to the dentist... for a root canal. And they're often equally uncomfortable for the employee and the supervisor. They don't have to be. As a manager, follow these tips to make the process a pleasant one.

 

Consistency:  The purpose of the review is to provide a goal-setting platform in order to measure performance, so be consistent. Schedule them like clockwork and treat them the same was as you treat important client meetings. Postponements, cancellations or delays in setting the review in the first place all send the message that you don't see them as important. Neither will the employee.

 

Be Prepared:  Do you homework. Make certain you have your facts and figures straight and practice what you plan to say. One of the keys to preparedness is taking notes throughout the review period and basing your review on the full timeframe, not the last two weeks or recent memory.

 

Keep It Positive:  The point of the meeting is to work with the employee to review the performance against previous goals and to set new ones. When you have to criticize, remember that you're criticizing the performance and not the employee as a person.

 

Allay Fears:  If there's any concern about job security or similar concerns, address those immediately. Otherwise, your employee is going to miss most of what you say waiting for the perceived "other shoe to drop."

 

It's Two-Way:  Keep in mind that this meeting should be a two-way conversation. Be a good listener. Let the employee share thoughts and ideas about goals for the coming year. Discuss plans for career advancement and the work-life balance. Ask how you're doing and if there are things you can improve in your role, too.

 

We look forward to hearing from you soon!  
  
For More information please email:
  
  
Sincerely,

 

MPOWER Team