CONDUCTING EFFECTIVE EMPLOYEE PERFORMANCE APPRAISALS AND REVIEWS CLICK HERE TO REVIEW THE COMPLETE TABLE OF CONTENTS A comprehensive manual compiled and authored By: Gene Levine, Gene Levine Associates Management Advisors - Since 1965

This manual contains all you need to know and do when you conduct employee performance appraisals and reviews. Designed to help you motivate employees to increase their production, reduce costs and prevent or solve various people related issues.  You'll learn proven techniques to improve your ability to give both positive and negative feedback. You'll gain insight you can use to conduct more thorough and legally-sound employee evaluations.  You'll learn how to deal with workers who get angry, clam up or become overly sensitive during reviews.  And most importantly, you'll feel much more confident the next time evaluations roll around.

Periodic and annual reviews serve to review the work, performance and development of each employee. Even though these reviews are necessary, as a manager or supervisor you may not feel truly comfortable when you're reviewing employees. You may even think that reviews make little or no difference. Perhaps you worry that any negative comments you give will hurt employee morale or your good comments will have employees clamoring for raises. Management studies have determined that one of the most important responsibilities of a supervisor is to continually review his or her staff members. These reviews are useful tools for the supervisor to: achieve desired work performance; increase subordinate motivation, receive ideas and input; assist employees in personal and professional development; identify and formulate plans to correct performance problems; and establish and/or clarify specific goals. Ideally, employees should not be surprised by any of their supervisor’s comments in their performance review. This manual explains which information is important to document and why and how to file it. Good communication between supervisors and employees during the course of the year will prevent employees from losing sight of their goals and will alert both the supervisor and employee to performance problems that may be resolved before the formal performance evaluation. This manual refers to and discusses goals. A goal is simply a statement of what is to be accomplished at some time in the future. Goals may be established as: routine objectives relating to functions that are normally performed each year; problem solving goals that are established to solve a specific, identifiable problem; new, different, or creative ideas; and finally, personal goals. When establishing goals we will explain why they need to be specific, measurable, reasonable and attainable.  This manual will take all the guesswork out of what you need to do to have productive and effective annual reviews. Order it today and you'll be well on your way to an better evaluations and reviews tomorrow. Since 1965, we've written tailored educational materials for every conceivable business or organization. Click here to peruse a list of just a few of the companies that use our training materials and expertise.  This manual has been extensively field-tested by our clientele for ease of comprehension, applicability and sustainability. It is designed to help you gain a decided advantage over your competition.      This is not your typical, bookstore limited  "Dummy" type manual. This is a premier encyclopedic text intended for people who fully understand that they get what they pay for. It is used in our well-known seminars and is also purchased by universities and business colleges.  So, if you can find a better and more complete Customer Service guidebook anywhere on this subject, send it to us and we will refund your postage and twice what you paid. Period!!!!