目次

List of Figures and Tables About the Authors Preface Acknowledgments 1 The Performance Management Process and Employee Engagement: An Introduction The Performance Management Process Managers’ Attitudes and Research About Performance Management A Focus on Feedback Overview of the Book Appendix 1.1: Talent Management Suites and Performance Management 2 Understanding Performance Appraisal Performance Appraisals Formal Performance Appraisals Approaches to Performance Appraisal Rating Systems Rating Behaviors and Competencies Measurement Avoiding Common Rating Errors Preparing for the Appraisal Meeting What You Would Typically Cover in the Meeting Performance Appraisal and Compensation Conclusion 3 Building a Climate of Trust Trust: An Overview Trust and Performance Management Understanding the Drivers of Trust Evaluating Your Current Climate, Addressing Areas of Need, and Actively Managing the Climate of Trust Conclusion Appendix 3.1: Trust and Empowerment Climate Assessment Survey, Manager Version Appendix 3.2: Trust and Empowerment Climate Assessment Survey, Employee Version Appendix 3.3: Trust and Empowerment Climate Assessment Results Summary-Sample Report 4 Setting Meaningful and Effective Goals Goal Setting Why Are Goals Important? A Goal-Setting Framework Where Do Goals Come From? Putting the Elements Together Why Challenging Goals are Important Types of Goals Goal-Setting Process Driving Motivation to Achieve Goals The Goal-Setting and Performance Evaluation Conundrum Appendix 4.1: Understanding Goal Alignment and Cascading Conclusion 5 Meeting the Feedback Challenge Assessing Yourself Why Give Feedback? What to Consider When Giving Feedback Tips for Giving Effective Feedback What Is Constructive and Destructive Feedback? Your Employees’ Receptivity to Feedback Being Good at Self-Monitoring Being High or Low in Self-Esteem And What About You? Giving Feedback: A Case Study Giving Performance Feedback: A Sample Discussion Feedback for Reinforcement How to Handle the More Difficult Conversations Conclusion Appendix 5.1: Assessment for Measuring Self-Esteem 6 Recognizing Employee Performance Obstacles to Giving Recognition What Is Recognition? What Do You Recognize? How Do You Recognize Your Employees, and What Does It Cost? How Do You Make Your Recognition Effective? What Are Your Next Steps? Recognition as a Reinforcer Conclusion 7 Learning About 360-Degree Feedback What Is 360-Degree Feedback? The 360-Degree Feedback Process How Is a 360-Degree Process Developed? 360-Degree Feedback Surveys Differ From Employee Opinion Surveys The Value of Feedback From Different Perspectives Participating in Designing the Survey Frequency of Administering the Survey Why Is 360-Degree Feedback So Popular? Should Survey Feedback Results Be Used to Make Administrative Decisions About Managers? What Is the Rationale for Using 360-Degree Feedback Results for Making Administrative Decisions? Typical Reactions When Introducing 360-Degree Feedback The Need for Clear Communication Questions Your Managers May Have About 360-Degree Feedback Questions Employees May Have About 360-Degree Feedback Ways Companies Administer the Survey Just-in-Time, Do-It-Yourself 360-Degree Feedback The Feedback Report Ways Companies Tend to Deliver the Report Does 360-Degree Feedback Work? Tracking Changes in Behavior Over Time Sample Upward Feedback Survey and Report Interpreting the Sample Report Conclusion 8 Coaching for Success Defining Coaching The Manager as Coach Areas for Coaching 5S Coaching The Coaching Process The Pros and Cons of Professional Coaching Objectives of Professional Coaching What Happens During Coaching? Meetings With a Professional Coach Getting the Coaching Relationship Off to a Good Start How Do You Help Your Employee Get a Professional Coach? Selecting the Right Coach Effectiveness of Coaching When Is Coaching Likely to Succeed? Common Obstacles to Effective Coaching Keep in Mind the Benefits of Coaching Coaching Is Not Therapy Measuring the Effects of Coaching Conclusion 9 Managing Employee and Team Learning and Development Practical Advice for Helping Your Employees Engage in Self- Development Characteristics of a Continuous Learner Career Motivation The Expansive Personality Are Your Employees Truly Expansive? Informal Learning How to Create Opportunities for Informal Learning Reflecting on Experience Managing Your Team’s Learning Defining Team Learning Facilitating Team Learning Conclusion 10 Managing and Preventing Employee Burnout What Is Burnout? Identifying Burnout Early Warning Signs of Burnout Symptoms of Burnout Taking Action to Reduce Burnout Addressing Workload Addressing Control Addressing Recognition and Reward Addressing Community Addressing Fairness Addressing Values Preventing Burnout Conclusion Appendix 10.1: Symptoms of Burnout Checklist Appendix 10.2: Strategies for Coping With and Preventing Burnout Checklist Appendix 10.3: Tactics for Addressing Personality-Centered Causes of Stress Appendix 10.4: Creating a More Engaging Work Environment 11 A Closing Look at Performance Management and Employee Engagement Case Study Some Final Words References Author Index Subject Index