Category Archives: performance management help

Happy Holidays!

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Our best to you and yours during this holiday season!
From the Team at the Law and Management Resource Center

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Free $50 Visa Gift Card

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From now until December 31, 2015, when you sign-up for any of the following services, you receive a FREE Visa Gift Card worth $50!*
That’s right, you get a FREE $50 gift card that you can use anywhere Visa Gift Cards are accepted. Share some joy with friends, family, and co-workers or indulge yourself (we won’t tell!). It’s our gift to you so you can treat yourself this holiday season.

Your FREE $50 Visa Gift Card is available if you contract for any of the following services by December 31, 2015:
Human resources, employment law, and business management annual consultation plan (plans start as low as $125 per month),
Online harassment prevention training for 20 or more employees or supervisors,
Performance management training,
Interview coaching,
Marketing and presentation skills coaching, or
Updated or new employment law handbook.

For more information and to receive your gift, please contact Jillian Bruni, MBA at jillian@lmrcenter.com or 858-753-1775.

*limit one card per customer

REAL PERFORMANCE MANAGEMENT IS NOT A SINGLE ANNUAL EVENT

LMRC OFFERS A BETTER SYSTEM 

Contact Us Today to Get Started!

The Law and Management Resource Center has been teaching clients to replace the typical single annual review system of performance management with a system of real performance management for years. With a number of large corporations having recently reported the elimination of annual performance evaluations, substantial press has been generated about the efficacy of the standard process.

Performance management consisting of a single annual evaluation frequently fails to accurately assess year-long performance by reflecting mostly, if not only, on recent concerns or successes. Annual performance reviews are often perceived by employees to be centered on criticism. As a result, they can fail to foster employee and employer growth and instead lead to poor morale and animosity, and they sometimes lead to employee claims against supervisors for unfair treatment. Without an accurate and well-documented record of year-long performance, supervisors are often unable to provide sufficient evidence to defend against these claims.

Recent studies have revealed that more than 9 out of 10 supervisors are not satisfied with the annual performance review system currently used in their workplaces. Almost the same numbers of Human Resource professionals contend that the systems used in their workplaces fail to yield accurate assessments.

Without a feasible alternative, many workplaces continue to use processes that are considered overly time-consuming, cumbersome, ineffective, de-motivating, unsettling sources of distrust and contention between supervisors and their employees, and vessels that can invite claims of discrimination and retaliation. As a result, the process often doesn’t happen on time, if it at all. While being one of the most important aspects of every supervisor’s job, performance management becomes one of the most overlooked aspects of management.

Employers are seeking a smart alternative and we’ve got one.

We believe performance management should be a process that supports positive employee development and productivity through steady employee participation. Objectives should be directed at the accomplishment of goals which are tied directly to each employee’s job function and growth, and the goals of the organization as a whole.

Our system creates a sensible, efficient, and straightforward process that advances trust and promotes a positive work environment. The process for each individual takes only minutes, so it doesn’t detract from time for doing business.

Our system promotes immediate improvements in productivity, accountability, and loyalty. It is “employee-focused” and “employee-driven.”

Our system also helps eliminate opportunities for employee claims of retaliation by supervisors – a welcome relief for supervisors.

Let us help your business develop a real performance management system that you can trust to produce positive supervisor and employee feedback, immediate benefits, and measurable value.

Getting started is affordable and easy. We help introduce the program, provide customized easy-to-use forms, and train supervisors and employees on their roles in the process.

Contact us today at (858) 753-1775 or contact me at jillian@lmrcenter.com. You’ll be glad you did – and so will everyone at your business or organization.

REAL PERFORMANCE MANAGEMENT IS NOT A SINGLE ANNUAL EVENT

LMRC OFFERS A BETTER SYSTEM

The Law and Management Resource Center has been teaching clients to replace the typical single annual review system of performance management with a system of real performance management for years. With a number of large corporations having recently reported the elimination of annual performance evaluations, substantial press has been generated about the efficacy of the standard process.

Performance management consisting of a single annual evaluation frequently fails to accurately assess year-long performance by reflecting mostly, if not only, on recent concerns or successes. Annual performance reviews are often perceived by employees to be centered on criticism. As a result, they can fail to foster employee and employer growth and instead lead to poor morale and animosity, and they sometimes lead to employee claims against supervisors for unfair treatment. Without an accurate and well-documented record of year-long performance, supervisors are often unable to provide sufficient evidence to defend against these claims.

Recent studies have revealed that more than 9 out of 10 supervisors are not satisfied with the annual performance review system currently used in their workplaces. Almost the same numbers of Human Resource professionals contend that the systems used in their workplaces fail to yield accurate assessments.

Without a feasible alternative, many workplaces continue to use processes that are considered overly time-consuming, cumbersome, ineffective, de-motivating, unsettling sources of distrust and contention between supervisors and their employees, and vessels that can invite claims of discrimination and retaliation. As a result, the process often doesn’t happen on time, if it at all. While being one of the most important aspects of every supervisor’s job, performance management becomes one of the most overlooked aspects of management.

Employers are seeking a smart alternative and we’ve got one.

We believe performance management should be a process that supports positive employee development and productivity through steady employee participation. Objectives should be directed at the accomplishment of goals which are tied directly to each employee’s job function and growth, and the goals of the organization as a whole.

Our system creates a sensible, efficient, and straightforward process that advances trust and promotes a positive work environment. The process for each individual takes only minutes, so it doesn’t detract from time for doing business.

Our system promotes immediate improvements in productivity, accountability, and loyalty. It is “employee-focused” and “employee-driven.”

Our system also helps eliminate opportunities for employee claims of retaliation by supervisors – a welcome relief for supervisors.

Let us help your business develop a real performance management system that you can trust to produce positive supervisor and employee feedback, immediate benefits, and measurable value.

Getting started is affordable and easy. We help introduce the program, provide customized easy-to-use forms, and train supervisors and employees on their roles in the process.

Contact us today at (858) 753-1775 or contact me at jillian@lmrcenter.com. You’ll be glad you did – and so will everyone at your business or organization.