Many of you spent the last two months completing performance appraisals for your team members. Now, how do you inspire and influence your teams to step up and take the needed actions you discussed? Allow us to inspire you with ideas this month as we focus on Motivation,  another interacting dimension of the Burke Litwin Model of Organizational Performance and Change. Read our weekly blogs in March to learn more.
 

Our themed blogging series in February addressed the Individual and Organizational Performance dimension of the model. Performance refers to the result(s) of the individual's efforts and achievements, which is most evident when benchmarked. Your retweets and shares of each blog across various social platforms, continue to affirm your interest in our selection of articles and useful advice.

No one appreciates being ear-marked as an underachiever. But how can we demonstrate or even encourage performance improvements? Some expectations are tangible and easily quantified to show progress. Yet others measures are qualitative, subjective or even elusive. Nonetheless, the individual's  contributions are weighed against organizational targets especially during the performance appraisal period.

In February, four writers offer advice: for employees to demonstrate accumulative effort through the year, on what organizations should focus on, and how evaluators can promote growth in each individual.  Build up your team members as advocates, and throw away the 'Terminator' reviews.

“Proper focus of performance appraisal is to change employees behavior on the job.” – Professor Angelo S. DeNisi.

“While no single conversation is guaranteed to transform a company, a relationship or a life, any single conversation can.” – Susan Scott

“Everybody gets so much information all day long that they lose their common sense.” – Gertrude Stein