 | Perfect Phrases for Documenting Employee Performance Problems (Perfect Phrases Series) |
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Product Description
Whether it's interviewing for a job, evaluating employee performance, setting goals for the future, or keeping customers happy, the Perfect Phrases series has the tools for precise, effective business communication. Distilling complex ideas into specific phrases that diplomatically and honestly depict the concepts at hand, this invaluable series provides:
- Ways to enhance customer service in any business
- Dialogues and scripts to practice interactions with customers or employees--tailorable to any industry or company culture
- The best answers to a wide range of interview questions
- Tips for documenting performance issues and conducting face-to-face reviews
This quick-reference tool is perfect for managers who need to find effective ways to document performance problems and then be able to offer practical, helpful feedback to those individuals.
Product Details
- Amazon Sales Rank: #50181 in Books
- Published on: 2005-05-18
- Original language: English
- Number of items: 1
- Binding: Paperback
- 175 pages
Features
- ISBN13: 9780071454070
- Condition: New
- Notes: BRAND NEW FROM PUBLISHER! 100% Satisfaction Guarantee. Tracking provided on most orders. Buy with Confidence! Millions of books sold!
Editorial Reviews
From the Back Cover
Includes sample scripts for every situation
The Right Phrase for Every Situation...Every Time
Performance reviews are among the most powerful and effective tools that a manager can use to motivate employees. But let's face it. Discussing and documenting a coworker's performance can set off a powder keg of personal emotions and defensive reactions. However, t doesn't have to be that way--not if you use the right words in the right situation. Perfect Phrases for Documenting Employee Problems provides hands-on solutions for hundreds of workplace scenarios. With a wide range of ready-to-use scripts and a handy problem-solving toolkit, you can address even the most difficult issues diplomatically and constructively. Learn how to:
- Find the perfect words to suit each employee review
- Document performance in the most effective way possible
- Build strong working relationships and boost morale
- Increase productivity, meet deadlines, and achieve goals
Featuring actual case studies of world-class organizations like Target, General Electric, and Microsoft, this user-friendly guide gives you all the words you need to minimize employee problems...and maximize performance.
About the Author
Anne Bruce travels the globe as a popular speaker, author, and workplace coach specializing in employee performance and development, motivation, and leadership. She also hosts her own radio program in several major media markets called Anne Bruce Life Coach.
Customer Reviews
Most helpful customer reviews
29 of 29 people found the following review helpful.
By Tina Lewis Rowe
I can only assume that the other reviewers have not cleared these phrases with any HR department--or that they are friends of the author. The classic text by James Neal IS useful, so if you are looking for phrases, consider it. I will use this one as a source for examples of dangerous appraisal comments.
Let's say you receive your performance appraisal--the one on which your pay is based. You aren't getting a raise this year and you wonder why. How would you like to see some of Ms. Bruce's phrases on your appraisal? "Is clumsy." "Has an angry personality." "Celebrates seldom." "Has skewed logic." "Is a turn-off to fellow employees." "Does not appear to have adequate support system at home." "Has come to work bruised or badly shaken emotionally." Does not know how to brainstorm, in fact brain drizzles."
I sincerely thought this was meant to be a joke book when I first read it. Many of the opinions (compared to behavioral observations) could never be proven--and even if they could, would not be valid for a performance appraisal. Furthermore, consider how unprofessional a supervisor or manager would sound using terminology like this in something that might end up in court or an employment hearing some day: "Gets way too emotional." "Puts the kibosh on positive attitudes." "Acts very suspicious of everyone, almost paranoid." "Is sometimes difficult to understand because of heavy accent or language barriers." "Would not be found guilty of integrity if it were a crime." And those are supposed to be, as the cover says, ready-to-use phrases for addressing all performance issues?
Ms. Bruce is knowledgable and capable, so I am surprised at this material. If you purchase it, do not assume all or even most of the phrases will do anything more than result in a negative evaluation for YOU. You might end up with an appraisal that says, "Is more comfortable in the victim role," "Is slow moving," "Does not read newspapers or magazines," or even, "does not appear underchallenged."
2 of 4 people found the following review helpful.
By Kate
Anne Bruce does it again! This is a book every leader, at all levels, should be using!
1 of 3 people found the following review helpful.
By Andy
Anne has done a fantastic job with her latest book! It is a must have for any supervisor - be it a large corporation, or a small company. It's well written, to the point and extremely useful. It allows the reader to quickly access key phrases and effectively document employee performance issues. Thanks for the help Anne!
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