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	<title>Dick Grote’s Performance Management Blog</title>
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	<description>Employee Performance Management</description>
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		<title>Dick Grote’s Performance Management Blog</title>
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		<title>Dick Grote’s Performance Management Blog Blog Has Moved</title>
		<link>http://groteconsulting.wordpress.com/2007/02/12/dick-grote%e2%80%99s-performance-management-blog-blog-has-moved/</link>
		<comments>http://groteconsulting.wordpress.com/2007/02/12/dick-grote%e2%80%99s-performance-management-blog-blog-has-moved/#comments</comments>
		<pubDate>Mon, 12 Feb 2007 16:51:56 +0000</pubDate>
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		<description><![CDATA[Please continue reading Dick Grote&#8217;s thoughts and opinions at http://www.dickgrote.com.<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=groteconsulting.wordpress.com&amp;blog=417536&amp;post=35&amp;subd=groteconsulting&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>The Rationale for Forced Ranking</title>
		<link>http://groteconsulting.wordpress.com/2007/01/15/the-rationale-for-forced-ranking/</link>
		<comments>http://groteconsulting.wordpress.com/2007/01/15/the-rationale-for-forced-ranking/#comments</comments>
		<pubDate>Mon, 15 Jan 2007 23:22:34 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Forced Ranking]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
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		<guid isPermaLink="false">http://groteconsulting.wordpress.com/2007/01/15/the-rationale-for-forced-ranking/</guid>
		<description><![CDATA[There are certainly concerns about the forced ranking process I mentioned last time. Turns out, most of those concerns are actually benefits. First objection—it’s arbitrary. Well certainly using a predetermined distribution (like top 20 percent, vital 70 percent, and bottom 10 percent) is arbitrary—and that’s its great value. Using fixed and arbitrary percentages forces managers [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=groteconsulting.wordpress.com&amp;blog=417536&amp;post=34&amp;subd=groteconsulting&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>360-degree Feedback and Forced Ranking</title>
		<link>http://groteconsulting.wordpress.com/2007/01/08/360-degree-feedback-and-forced-ranking/</link>
		<comments>http://groteconsulting.wordpress.com/2007/01/08/360-degree-feedback-and-forced-ranking/#comments</comments>
		<pubDate>Mon, 08 Jan 2007 01:32:20 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Forced Ranking]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Improvement]]></category>
		<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[Here’s a way to improve performance appraisal. And a way not to. First, we need to forget about 360-degree feedback, at least for performance-appraisal purposes. Certainly, 360-degree feedback may have a place—a minor place—in helping people get a better understanding of their development needs. But it has no place in conventional performance appraisal. To allow [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=groteconsulting.wordpress.com&amp;blog=417536&amp;post=33&amp;subd=groteconsulting&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>How to Mend Performance Appraisal</title>
		<link>http://groteconsulting.wordpress.com/2007/01/01/how-to-mend-performance-appraisal/</link>
		<comments>http://groteconsulting.wordpress.com/2007/01/01/how-to-mend-performance-appraisal/#comments</comments>
		<pubDate>Mon, 01 Jan 2007 18:45:13 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[So far we’ve considered a couple of key issues. First, we agree that getting accurate performance information to people is an important ethical responsibility of leadership, even though a lot of managers don’t like the process their company asks them to use. Second, we realize that there are some bumps with the way the system [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=groteconsulting.wordpress.com&amp;blog=417536&amp;post=32&amp;subd=groteconsulting&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Why Do We Need a Formal Process for Performance Appraisals?</title>
		<link>http://groteconsulting.wordpress.com/2006/12/18/why-do-we-need-a-formal-process-for-performance-appraisals/</link>
		<comments>http://groteconsulting.wordpress.com/2006/12/18/why-do-we-need-a-formal-process-for-performance-appraisals/#comments</comments>
		<pubDate>Mon, 18 Dec 2006 17:10:00 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Performance Appraisal]]></category>

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		<description><![CDATA[There’s no question that discussing expectations and coaching and feedback should be a routine and ongoing process. And some managers—the great ones, the naturals—do these things routinely. But managers such as this are few and atypical. Left to their own devices, too many people with manager titles will give the goal-setting and feedback requirements short [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=groteconsulting.wordpress.com&amp;blog=417536&amp;post=31&amp;subd=groteconsulting&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>The Complete Guide to Performance Appraisal Book</title>
		<link>http://groteconsulting.wordpress.com/2006/12/06/the-complete-guide-to-performance-appraisal-book/</link>
		<comments>http://groteconsulting.wordpress.com/2006/12/06/the-complete-guide-to-performance-appraisal-book/#comments</comments>
		<pubDate>Wed, 06 Dec 2006 15:11:39 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Books by Dick Grote]]></category>
		<category><![CDATA[Performance Appraisal]]></category>

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		<description><![CDATA[Unlike most technical or professional books, The Complete Guide to Performance Appraisal is extremely personal and forthright. Author Dick Grote has worked with performance appraisal techniques for more than a quarter century, and he tells you which methods have been successful and which have flopped. And Grote writes in a style that’s so enlightening and [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=groteconsulting.wordpress.com&amp;blog=417536&amp;post=29&amp;subd=groteconsulting&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Rationale for Performance Appraisals</title>
		<link>http://groteconsulting.wordpress.com/2006/12/04/rationale-for-performance-appraisals/</link>
		<comments>http://groteconsulting.wordpress.com/2006/12/04/rationale-for-performance-appraisals/#comments</comments>
		<pubDate>Mon, 04 Dec 2006 22:10:11 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://groteconsulting.wordpress.com/?p=25</guid>
		<description><![CDATA[Nobody seems to like performance appraisals—neither the managers doing the evaluating, nor the employees being evaluated. Clearly, evaluations are front-runners for being the most maligned of corporate processes. And yet they should be a good thing. After all, doesn’t everyone need—and deserve—to know where they stand? In theory, yes, but bring theory to ground and [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=groteconsulting.wordpress.com&amp;blog=417536&amp;post=25&amp;subd=groteconsulting&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Performance appraisal facilitates layoff or downsizing decisions</title>
		<link>http://groteconsulting.wordpress.com/2006/11/20/performance-appraisal-facilitates-layoff-or-downsizing-decisions/</link>
		<comments>http://groteconsulting.wordpress.com/2006/11/20/performance-appraisal-facilitates-layoff-or-downsizing-decisions/#comments</comments>
		<pubDate>Mon, 20 Nov 2006 22:43:09 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Talent Management]]></category>

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		<description><![CDATA[If promotions are what everybody—or almost everybody—wants, layoffs are what everyone wishes to avoid. But when economic realities force an organization to downsize, performance appraisal helps make sure that the most talented individuals are retained and that only the organization’s marginal performers are cut loose. Without a solid and trustworthy performance appraisal system in place, [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=groteconsulting.wordpress.com&amp;blog=417536&amp;post=24&amp;subd=groteconsulting&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Performance appraisal helps decide who gets promoted (and who doesn&#8217;t)</title>
		<link>http://groteconsulting.wordpress.com/2006/11/06/performance-appraisal-helps-decide-who-gets-promoted-and-who-doesn%e2%80%99t/</link>
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		<pubDate>Mon, 06 Nov 2006 21:52:46 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[At lunch today I happened to talk with a young man who’s making a couple extra bucks working in a Halloween store. 18 years old, he told me that he had never worked before and had no knowledge of the business world other than reading Dilbert cartoons. Then he asked me to explain exactly what [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=groteconsulting.wordpress.com&amp;blog=417536&amp;post=23&amp;subd=groteconsulting&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Performance appraisal provides feedback</title>
		<link>http://groteconsulting.wordpress.com/2006/10/26/performance-appraisal-provides-feedback/</link>
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		<pubDate>Thu, 26 Oct 2006 16:48:43 +0000</pubDate>
		<dc:creator>Admin</dc:creator>
				<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[Why do companies go to the bother of setting up a performance appraisal system? The most common reason is to give employees feedback on how they’re doing. If a company has a performance appraisal process, then the individual learns exactly how well her boss feels she did during the previous twelve months. Whether she agrees [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=groteconsulting.wordpress.com&amp;blog=417536&amp;post=22&amp;subd=groteconsulting&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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