Optimize on the Strengths of your Employees




Performance Management (Appraisals)
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Ruwaida Ismail
Accountant, South Africa

Optimize on the Strengths of your Employees

I studied many aspects from Business Management to Psychology and later moved to a qualification in teaching. I learned over the years that people have different levels of talent and many people don't know what their own talents are or how to channel in on their own skills.
As a manager, knowing your staff and knowing which are their strong areas of performance, can make a huge difference in terms of performance. If you are able to optimize on each person's strengths, instead of only having a job to pay the bills, you will find many people are willing to go the extra mile because they can reach a point of mastery.

If we as managers can focus on this, we will find a change in the attitude of the people employed and also in the ethos of the organization.

   

More on Performance Management (Appraisals):
Summary
Discussion Topics
Checklist of 50+ Common Errors in Performance Appraisals
How to Give Constructive Feedback? Models and Tips
How to Achieve Fair Performance Appraisals?
Avoid Routine Annual Performance Appraisals
Concerns not Previously Discussed During Performance Reviews
How to Deal with Average Performers?
How to Get Employees to Improve? Issues with Feedback
Open Communication? Try Coffee Talks
Wrong Use of Employee Appraisals
Three Types of Performance Appraisals
Obsession with Quantifying Human Performance
Broken Confidentiality of Performance Appraisals
Don't Forget Practical Appraisal Follow-up
How to Deal with Poor Performers and Non Performers?
Conditions for Successful Performance Appraisals
Outcomes of Performance Appraisals
How to Receive Personal Feedback? Tips
🔥What to do if NO Annual Appraisal Interview is Scheduled?
How to React When You are Undervalued?
The Performance-Values Match Matrix (Jack Welch)
Appraise the Past, Develop for the Future
How to Prepare for a Performance Appraisal as Appraiser
Tips for Ensuring Performance Appraisals Hold Up in Court
Appraisal for Future Job?
Avoiding Biases in Performance Appraisals
How to Identify and Manage Workplace Favoritism
Consider the Job Situation in Appraisals
Post COVID-19 Performance Evaluations
Decentralized Performance Appraisals
Cascading the Business Objectives to Performance Appraisals
Disparaging Appraisal Terms
Performance Appraisals versus Student Examinations. A Comparison
Bonuses.. what is Fair to All Within Large Corporations
Feedback Should be Like a Mirror: Neutral
How Role Clarity and Employee Performance Management can help with Strategic Focus
Mismatch in Performance Appraisals: Actions from Last Year are Rewarded/Punished This Year
👀Optimize on the Strengths of your Employees
Use of Of Employee Appraisals to Validate the Remuneration System
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Performance Management (Appraisals)
Knowledge Center



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