Translating Intangible to Tangible Performance: Volume 5   16-page PDF document
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Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
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Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 5 (16-page PDF document) Preview Image
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Translating Intangible to Tangible Performance: Volume 5 (PDF)

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BENEFITS OF DOCUMENT

  1. Objectively measure good judgment.
  2. Objectively measure team member training and coaching and leadership.
  3. Objectively measure a variety of supervisory/management skills.

DESCRIPTION

This product (Translating Intangible to Tangible Performance: Volume 5) is a 16-page PDF document, which you can download immediately upon purchase.

The behaviors in this volume focus on objectively evaluating performance of supervisors and managers. Intangible measures are translated into tangible ones so that feedback and ratings can be substantiated or justified. With turnover often attributed to supervision/management, organizations
need to hold supervisors and managers accountable.

An organization may even wind up keeping supervisors/managers who should not be kept beyond their probationary periods because they are not meeting performance expectations and the ability to justify terminating employment is deficient.

With this reference, you can objectively measure performance by making the intangible tangible. In this document, we provide over 20 objective measurements each for evaluating the following performance categories:

•  Good Judgment
•  Team Member Training and Coaching
•  Leadership
•  Supervisory/Management Skills

These measurements can be used to communicate performance expectations during the recruiting and hiring process, to identify performance gaps and coach employees to succeed, to track and document performance, and to substantiate and justify feedback and ratings associated with probationary periods, personal improvement plans, corrective actions, performance reviews and disciplinary actions.

A worksheet is also provided to document coaching sessions.

Got a question about the product? Email us at support@flevy.com or ask the author directly by using the "Ask the Author a Question" form. If you cannot view the preview above this document description, go here to view the large preview instead.

Source: Translating Intangible to Tangible Performance: Volume 5 PDF (PDF) Document, Karen Reitor, Communique Productions Inc


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ABOUT THE AUTHOR

Additional documents from author: 85

Since 1985, Communique Productions has worked with over 175 clients and completed over 3000 talent development and management consulting projects. Karen Reitor, President and Founder, is a Certified Management Consultant and a Certified Professional in Learning and Performance. Communique is an Accredited Provider certified by the International Association of Continuing Education and Training ... [read more]

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