Nonprofit Performance Management Design Strategies

Do annual performance reviews help mission-driven organizations succeed or are they just another administrative function that takes time away from more important things? NonProfit HR Solutions believes that a well designed system can provide positive feedback to employees helping them do a better job and create a stronger organization. But doing so in the proper setting, context, and manner is critical to carrying out successful performance reviews. They will show you how during a 60-minute design strategy workshop.

By attending the workshop NonProfit HR Solutions will help you understand the components of an effective performance management system, help you understand why performance management is important, teach you how to develop a system, and pass on knowledge of the advantages and disadvantages as well legal concerns. To register for their free webinar, which will take place on Wednesday, May 25th at 1:00 PM EST, click on the button below.

Journal Entries Can Be A Manager's Best Friend

How much time does a manager waste while racking their brain trying to remember specific examples of an employee’s performance from 10 months ago? A lot more time than it would take to create a simple journal entry, as they are referred to by ReviewSNAP. The journal entries are simple comments or notes entered into a centralized location on ReviewSNAP anytime an employee has done something notable, positive or negative, related to their performance.

It can be next to impossible to remember everything noteworthy your employees have done throughout the review period, but by creating journal entries you are helping yourself create an accurate review and an accurate reflection of the employee's performance. By having all the information you need at your fingertips, you should be able to complete your reviews in no time at all. You will be able to use the entries to provide sound reasoning behind each rating you give your employees.

This will immensely when conducting the review with the employee since you'll have the ability to convey performance and date-specific information to support ratings and feedback. Journal entries can provide more than just helping you remember certain events. They also give you documentation of dates and incidents that you might need to have for disciplinary purposes. By centralizing documentation within ReviewSNAP, your ability to support your position is enhanced substantially.

Journal entries only take a few minutes to create, but in the long-run those entries can save you time and reduce the angst sometimes associated with trying to remember important events. So embrace the journal entries and treat them like a best friend.....one that will help you get the most out of your employees and give them the most complete and accurate performance reviews possible.

Oasis Outsourcing, A Top PEO Company, Enhances Its Offerings With ReviewSNAP Performance Management System

ReviewSNAP™, an acclaimed Web-based performance management system, announced today that it has entered into a partnership with Oasis Outsourcing, one of the largest Professional Employer Organizations (PEO) in the United States. Oasis Outsourcing has chosen ReviewSNAP as its exclusive performance management system to offer to its clients. Oasis provides outsourced human resources, employee benefits, payroll administration and risk management services to its more than 3,000 clients nationwide.

“Our new partnership with ReviewSNAP allows us to offer a robust strategic employee review tool to our clients that will help strengthen the employee’s overall performance,” said Sharon Kastelic, Director of Training, HR Services for Oasis. “ReviewSNAP complements our existing PEO offerings as a robust, yet user-friendly Web-based system which supports improved productivity.”

Oasis Outsourcing will offer the ReviewSNAP performance management system which includes performance review, 360 degree survey and compensation tracking modules. These tools help enhance employee engagement, productivity and morale and, as a result, the overall bottom line.
President of ReviewSNAP, Dave Arringdale, said “Our newly formed partnership with Oasis Outsourcing is exciting because Oasis shares our passion for helping organizations of all sizes to look more strategically at their employees’ performance. We have a number of similar exclusive arrangements with consulting and PEO firms and, given its large client base, Oasis is the largest of those partnerships to date. We look forward to working closely with Oasis in helping its clients achieve new levels of success by enhancing their employee feedback and performance review processes.”

About Oasis Outsourcing

Oasis Outsourcing is a Florida-based Professional Employer Organization (PEO) serving more than 80,000 employees and 3,000 clients nationwide. It specializes in providing human resources services, employee benefits, payroll and tax administration, risk management services and staffing solutions to small- and medium-sized businesses throughout the United States. The company operates under the names of Oasis Outsourcing and Oasis Staffing. For more information about Oasis Outsourcing, visit www.oasisadvantage.com.

About ReviewSNAP

ReviewSNAP is a division of Applied Training Systems, Inc., based in Johnston, Iowa. It specializes in on-demand performance management software that is affordable and user-friendly. ReviewSNAP’s key focus is to provide every customer with outstanding levels of customer service on a consistent basis. Clients range from very large to very small for-profit and non-profit organizations. To learn more about ReviewSNAP, visit www.reviewsnap.com.

The Correlation Between Employee Satisfaction & Company Success

You probably already know this, but sometimes it is nice to have a simple reminder on why employee satisfaction really matters. A key area for any company is the level of customer service being delivered by its employees.

Generally speaking, satisfied employees make for satisfied customers. In other words, if you take care of your employees, they will take care of your customers. This seems easy right? Well many companies fail to follow this simple rule and customers do notice....sometimes in a big way. Dissatisfied employees tend to relate that dissatisfaction in some way when interacting with customers.

For an employee to do an outstanding job, they need to believe in the company and they need to feel good about the company. After all, they are the people interacting with the customers every day and you want them to represent the company in a positive, professional manner.

Little things can make a big difference for employees. A positive relationship with a supervisor, for example, can lead to positive vibes from the employee to your customers. Recognition of a job well done through viable feedback, incentives, unexpected wage increases, PTO, promotions, etc. can make all the difference in the world in your employees' morale and performance.

Remember that a satisfied employee is more willing to elevate their performance and promote the company.

What To Do When There Is Nothing Positive To Say On A Performance Review

Once in a while, you start a performance review on an employee and realize you do not have anything good to say. When this happens, be honest on the review but do not tear down the employee for their poor performance. If you do they will leave your office looking like the guy in the picture. Remember, reviews are supposed to be a time to help employees improve, not create tension or put them down.

Keep in mind that an employee with serious performance issues should already know about those issues and the review shouldn't come as a surprise. If the employee is someone that you intend to coach and help to achieve higher levels of performance, the last thing you want to do is create an overly negative review meeting. That said, don't minimize issues that need attention.

With each negative comment, you should add in how they can improve and give them specifics on how to accomplish this. That way instead of being discouraged they can focus on what they need to do to make a change.

You should also make sure to include examples with each negative rating. That way the employee knows exactly what they are doing poorly. This is a great way to show an employee who may not agree with the review precisely what is going on.

The most important thing to remember is to stay positive and offer your guidance to the employee. This can be an awkward situation for everyone involved if it is handled the wrong way. Make sure to address the review as a learning tool and together discuss ways to improve this employee’s performance.

How To Be An Effective Leader In The Workplace

Being an effective leader to your employees is not a hard task to accomplish, but isn’t necessarily meant for everybody. To help you be an effective leader, keep these few rules in mind:

#1: Lead By Example


No one wants to be lead by someone who does not follow their own advice and rules. Make sure you act and perform exactly how you would tell your employees to perform. Even little things, such as breaking your own dress code, can cause you to lose great respect in your employees' eyes.

#2: Believe In Yourself and Display Confidence


If you don’t believe in yourself, how do you expect your employee’s to believe in you? Be sure to trust your judgment and show your employees that you are confident in your decisions.


#3: Listen to Your Employees


Everyone wants to be heard, so make sure you take the time to listen to your employees. Many of them see things from a different angle than you, so listen and see what their ideas are. Many of them are well worth hearing and perhaps acting on.

#4: Communicate Clearly


It is important that you can communicate with your employees. Do not make them feel intimidated to talk with you. Make sure to clearly tell them your expectations as well.

#5: Give Credit to The Right People


Remember to always give credit where it is needed. Never take the credit for something your employee has done. Instead praise them for the outstanding job.

#6: Delegate Responsibilities


Don’t be the person who never trusts others with tasks. By doing everything yourself, you are showing your employees that you have no faith in their work.

#7: Better Yourself


Professional development is not only for your employees. Make sure to keep bettering yourself so employees will see that you are trying to improve your skills as well.

#8: Keep Your Employees Informed


Don’t keep your employees in the dark on important information. Be sure to communicate information to everyone. That way no one feels left out and or are given the impression they are unimportant.

#9: Network Yourself


It is easy to stress the importance of networking to your employees, but be sure you are keeping your own network up-to-date. Networks can also be great support systems to have on your side.

#10: Motivate Your Employees


Motivation is a great way to enhance the performance and quality of work from your employees. Be sure to offer incentives and make sure to recognize outstanding work. Recognition will increase productivity and stabilize their quality of work.

Eliminating Performance Review Obstacles - Academy of Televesion Arts & Sciences Success Story

Overcoming obstacles in the performance review process is not difficult when the appropriate tools are in place to ensure a highly effective and efficient experience for all involved. So many organizations struggle to drive performance management into their cultures that we thought we would share one of our client’s success stories with you. Our client case studies are brief, one page summaries that tell a story of success in creating a successful performance management culture.

Please enjoy the attached case study and let us know if you would like to learn more about how ReviewSNAP™ can be integrated easily and seamlessly into your performance management culture. Give us a call at 1-800-516-5849 to talk with us or to schedule a no obligation online demo of the ReviewSNAP™ system. Or go to www.reviewsnap.com and request your live demo there. Remember that we will never put pressure on you to buy anything.

Developing Your #1 Asset…Your Employees

Developing your employees is a task that takes proper thought and understanding. As a company, you want your employees to grow in their positions and in the organization. There are many options to do this, but here a few that can truly make a difference.

First things first, establish goals with each of your employees. Lay out a road map of where they want to be and what they need to do to get there. This way they have motivation to do well and they know you understand what position they want to be at someday.

Providing incentives to do well is also a big motivating factor for employees. Incentives can be anything from bonuses to recognition of their work well done. Rewards show employees that if they go above and beyond, they will be noticed. This creates a drive for employees to perform well.

By offering continued education you are also developing your employees. Provide your employees opportunities to take classes that pertain to their positions or professional development classes.

Another extremely effective development tool is providing a mentor program. With this program, you would pair an employee with someone who is in their target position. This way they can learn and gain advice from their mentor. This is also a great way to have communication amongst all tiers in the company.

Developing your employees takes time and dedication, but by taking the initiative, you are improving your #1 asset.

The Difference Between a Performance Appraisal and an EFFECTIVE Performance Appraisal

There is nothing worse than a performance appraisal that does not contribute to the success of the employee and the company. Making sure your appraisal is effective is not as hard as you may think.

The most important thing to remember is that appraisals should open the door for communication between management and their employees. This is a time to get everyone on the same page and make sure expectations are being met. You also want to make sure that you have a mutual understanding of what is satisfactory performance and what is not.

Another important step is to encourage management to create journal entries on their employees. Journal entries should be used to document any notable performances done by employees. These entries could be positive or negative, such as doing a great job on a proposal, or showing up late to work. By having these entries on record, the manager will be able to provide specific examples when they are rating their employees. This will provide employees reasoning behind each rating.

Having your employees complete self-reviews is another step that will help managers give an accurate appraisal. By having your employees’ rate themselves, they gain a better understanding of their own strengths and weaknesses. The manager will then be able to look at the self-review and see if their expectations are along the same lines.

When it comes to a manager giving a negative rating, they need to be as specific as possible with their comments. Not only should they provide examples of why they rated the person poorly, but also on ways they can improve. Remember, appraisals are done so employees can better themselves and develop in their position. Next time you are completing a performance appraisal, remember that this is an important part of your work. Many appraisal ratings are used to recommend salary adjustments, bonuses, terminations and much more. So make sure you are accurate and follow these simple guidelines to make sure your performance review is effective.

Building Your Mission, Values and Goals for the Future Into Your Performance Management System

Performance management is not only about reviewing your employees, it is also an important tool that should be used to communicate your mission, values and goals to your employees and make sure they are being accomplished.

Building these 3 objectives into your review process is a simple task that only requires you to know exactly what your company’s mission, values and goals are. By deciding what core competencies best relate to the company’s strategic plan, you can directly assess your employees on how they are acting out these objectives for the company.

Your employees need to know what they will be accountable for in upholding the company’s mission, values and goals. If they cannot make a connection between these and the performance review process, they are not going to feel the importance of them. By incorporating these objectives into your review appraisals, you are likely to get your employees motivated and thinking about how they can individually help uphold your company’s mission, values and goals.