[Easy Performance Appraisal](http://easy-performance-appraisal.com/)
Easy Performance Appraisal
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Let’s hope you never have to do it! But if some day you have to sack one of your staff,
this book will tell you HOW — safely and legally
Telling staff how bad they really are can be a nightmare!! But not with the step-by-step,
easy-to-understand methods revealed in this book
FINALLY! The FIRST EVER
EASY Performance Appraisal
Guide for Managers and Supervisors in both Business and Government Organisations
Want to be a fantastic boss? The boss everyone loves? With NO Staff Problems? Want to be Mr Cool or Madam Serene, with no staffing headaches? You Can Be with the Easy Performance Appraisal Secrets revealed in this Fantastic NEW Book.
“What a relief!!! Now I know exactly what to do!”
Thank you Jane for bringing all this information together. I have spent many many hours on the internet, trying to piece together exactly how to do performance reviews for my staff, and HERE IT IS! All in one comprehensive, yet easy to read book. Following your ‘Performance Appraisal Process’ was just so easy. Fingers crossed that I’ll never have to sack one of my employees, but if I did, I’d know exactly what to do with your chapter on “Safely Dismissing Poorly Performing Employees”. Phew! What a relief to know that I have this resource at my fingertips any time I need to evaluate my staff performance.
Anna Hewlett, Tarago, Australia
Here’s why this wonderful NEW ebook will make you LOVE going to work, every day! And here’s why you’ll be the best boss in the business when it comes to managing difficult staff and getting everyone to do exactly whatever YOU want when you …
learn the BIGGEST SINGLE SECRET to successful performance appraisals – YES THERE IS ONLY ONE! find out the 7 Worst Mistakes Made By Supervisors in evaluating staff, and learn how to avoid them DISCOVER how to TURN your WORST staff into YOUR greatest assets become an EXPERT in creating performance standards and key performance indicators (KPI) know the difference between employee appraisals and employee reviews UNDERSTAND how to get ALL YOUR STAFF to do what you want, easily and quickly believe that you can tell poorly performing staff exactly what’s wrong with them, and have them thank you for it! LEARN how to deal with staff who CRY, shout, talk back, or sulk in SILENCE find out how to reward your staff without sending your business BROKE $$$$$$ see the best templates and forms to use for YOUR business or organisation which can HELP you dramatically DECREASE the time that you spend on performance reviews feel how good it is to BECOME the boss you’ve always wanted to be — happy, confident, capable, and respected by every one of your employees!
“Easy Performance Appraisal”
How to carry out an employee performance
appraisal for your organisation or business
easily, efficiently and effectively
*** With essential information to help you decide the best type of
appraisal system for YOUR organisation or business ***
Dear Managers and Supervisors,
I know that you want the best possible people working for you. AND I know that you want them to never, ever, cause you any problems … BUT I also know that it’s the REAL WORLD out there, and people just don’t come that perfect.
Employees come with problems, personal problems, which they bring to work. Late AGAIN? … “the car broke down”, “it’s raining and there was an accident on the freeway”, “I had to drop my son off at school”, “I needed to take the cat to the vet” … excuses, excuses, excuses.
And then they SAY the work’s too hard … or too boring … or they don’t like who they’re working with … or a customer was rude to them… or they weren’t given enough time … or they didn’t know how to do it, so they didn’t do it (and they didn’t even bother asking you how!).
Believe me I’ve heard it all, and I bet you have too.
But first, let me tell you who I am …
My name is Jane Thornleigh and I can reassure you that with this great NEW book, you’ll never have to go through the living nightmare that I experienced, two years ago, when one of my staff, in a few short hours, took my business to the brink of bankruptcy, and then later threatened to sue me for wrongful termination!
As a manager of lots of staff in both big government departments and businesses for over 30 years, I’ve seen a lot of employees, and I’ve seen a lot of staff problems.
But because I like to get along with everyone, and I hate to think that people don’t like me, I always worked at being a great boss. And I think I was.
Everyone said how wonderful I was, and they loved working in my business … I was sooooooo understanding and kind and helpful …
Over the years I had worked hard to be good to my staff and work out all the little ways to keep them happy, and working efficiently. Remembering birthdays … paying for lunches for the whole office every month … taking up the slack when staff were sick … I did everything humanly possible to keep the office humming along …
But believe me, it wasn’t always easy. All the things I had to learn about good communication skills — not saying the wrong thing, being understanding of all their problems …always being polite when THEY weren’t behaving all that well …
And I thought that I was the perfect manager until …
… ONE DAY … I had the nightmare of all nightmares … a staff member turned up to an important client meeting … TOTALLY DRUNK (yes, this is true!)
I felt sick to the bottom of my stomach when I realised what was going on. It was a brand new contract … A very BIG contract … and there were 12 VIPs, all sitting around a table in our first major meeting, and my drunk employee could hardly sit up straight, let alone talk … and it was his responsibility to be their client liaison officer …
I sent him home, of course. But it was way WAY too late. The damage was done. My client was very VERY angry!
I lay awake all night long thinking of all the things I hadn’t done and, what was worse, all the things I didn’t know:
How could I have stopped this happening? What sort of performance agreement should I have had in place? Should I have had a strict probation period? How often should I have been reviewing his work? What checks could I have done to find out what he was truly like? Should I have been having weekly ad hoc meetings with him to check if he was really doing his job? How could I have legitimately found out more about his personal life after he started work for me? Could I sack him straight away? or did I need to go through a lengthy performance improvement process, with warnings and multiple reviews?
Mind you, I should have known something BAD was going to happen. I’d had had a few problems with this person over the three months since I’d employed him. He’d gone AWOL one day—just didn’t turn up—and the next day, when he finally answered his phone, I had found out that he suffered chronic depression …
So I had been empathetic, and understanding, and had put a plan in place to make sure he let me know if he had “problems at home” and couldn’t get to work that day.
But when I look back now, it really was my fault. I’d been just plain lucky all those years, with great staff and no real disasters. I hadn’t really learned how to manage staff in a proactive way. And I certainly didn’t know enough about performance appraisal to find out what was going on early enough to avert the disaster that nearly cost me my business.
If I had have had a good performance review process in place, I would have found out the truth about this guy much, much sooner. Later staff had told me THEY knew he had a problem — he smelled of alcohol sometimes first thing in the morning … But because I never asked, no one else had told me what was going on … they didn’t think that it was their business.
…
SO THE VERY NEXT DAY, I called my new employee into my office and we had a SERIOUS CONVERSATION. I suggested that he might like to think about choosing to resign. That way, I said, I wouldn’t have to sack him and both he and I could rightfully say that he had resigned from the position.
I was madly hoping that this might work, and that I could tell my client straight away that he had resigned, and that I would be engaging someone else immediately. That way, I just might save the contract.
AND … phew! … he did choose to resign, and so we settled on termination conditions. And I rang my client to tell them that everything was OK.
But, they pulled the contract anyway.
I slumped on my desk and wept when I heard. It was such a BIG contract. In fact, the main contract that was keeping my business afloat through the Global Financial Crisis.
A $260,000 contract – GONE!!
And THEN I heard, through the workforce grapevine, that my former employee was threatening to sue me. I felt sick all over again. I was the one who should be suing him!! If he sued for wrongful termination, or unfair dismissal, my business really was GONE because I never had given him a second chance.
And so, in a state of shock over the following few weeks and months, I set about figuring out what I should do to put in place a proper employee performance review system.
Eventually, after lots of research I had enough material for a book. So here it is, my new book for managers and supervisors all over the world, so they never have to live through my employee nightmare themselves.
Here it is — my new book for managers and supervisors
“Easy Performance Appraisal”
How to carry out an employee performance
appraisal for your organisation or business
easily, efficiently and effectively
Thanks to your fantastic appraisal system I have been able to set up a proper structure for assessing staff performance. I realise now that my old system was too add hoc and left staff unclear about what they had to do and the standard required. I particularly liked the “Quick Start Guide”. A very practical tool that I will refer back to for all my staff performance activities.
Rob Diamond, Geneva, Switzerland
Hello Jane, I’m just writing to let you in on a secret. Recently I started a new job in a big organisation, and when it came time to evaluate all the employees in my section, I was scared to admit that I didn’t know anything about performance appraisal.
One evening was all it took with your new book to get totally up to speed on the ‘who’, ‘what’, ‘when’, ‘where’, ‘how’ and ‘why’ of evaluating staff. With confidence that I knew what I was doing, I went to HR and sounded just like a seasoned pro!
Now with your “Seven Key Principles of Good Performance Appraisal” and “The 7 Worst Mistakes Made By Supervisors in Carrying Out a Performance Appraisal”, I’ll know just what to do, and, best of all, what not to do!!
Jose Rameros, California, USA.
“I’ve run small businesses for nearly 20 years and I just wish this book was around when I started out. In plain English that anyone can understand, it describes all the different types of performance appraisal methods, and gives a totally clear, step-by-step guide on how to do your own performance review. No more sleepless nights worrying about what to say to difficult staff either!”
Bartholomew Jones, Lexingham VA
Hi Jane, I just wanted to let you know that your book has saved me so much stress. I needed to tell an employee to stop wasting so much time on her private emails and phone calls at work, but I was terrified because I just didn’t know what to say.
But with all you great suggestions on ‘good communication skills’, I set up a meeting and was able to let her know how it was affecting everyone else around her, and hurting the bottom line of my business. We even got to talking about ways she could help me bring in new clients … I am just soooooo relieved.
Serena Jansen, Avignon, France
This is what I learned, and you will too with this great new book:
What performance appraisal is and the 7 key principles that apply to all performance appraisals systems The two driving reasons why performance reviews are essential to any modern business The many different types of performance appraisal systems which is best for your situation. How to select the right performance appraisal method for your business or organisation The 7 essential steps you must complete to carry out proper staff evaluation The DANGERS inherent in performance appraisals and how to avoid them The top 10 tips for making performance appraisal work well for YOU and your business How to create and carry out a simple and easy performance review for your own business or organisation. How to quickly and easily create a performance agreement for every staff member How self-appraisals work and when to use them How 360 degree feedback works, and when you need to use it How to create Key Performance Indicators (KPI) which actually help your business How to quickly measure and report on KPI How to get employees keen to become involved in their own assessment The 14 essential ingredients to perfect performance feedback sessions Why staff morale is vital, and what YOU can do to improve low staff morale How to feel calm and confident when having to tell an employee that they need to improve How to easily help employees who are performing poorly The 7 worst mistakes that supervisors make, and the steps YOU can take to avoid them How to help your staff give YOU vital feedback about your own performance Easy steps YOU can take to dramatically improve your own performance How to safely dismiss a continuously poor performing employee, quickly, easily and painlessly How to immediately sack an employee under ‘termination for cause’ conditions The 12 essentials to avoiding legal problems in terminating staff employments The 5 basic tools for managing staff that you must know to survive How to deal with difficult or extreme emotional behavior How to use the 5 rules of handling difficult situations, and turn any confrontation into a positive feedback session for you and your employee When you MUST be formal, and when you can be informal, in your feedback to staff What to do if an employees behaves badly in a performance interview and cries, argues, goes silent or gets angry How to save time and STRESS in giving feedback to your staff, and getting them to do what you want The 8 secrets to rapidly improving employee morale When to pay your staff bonuses, and what type bonuses to pay How to select other rewards systems, and reward all employees How to identify the tricks your employees will play to avoid performance appraisals and ways to stop them The answer to the BIGGEST SINGLE SECRET to successful performance appraisal How to ensure your own promotion!
CLOSE YOUR EYES AND IMAGINE THIS …
It’s that time of year—time to formally evaluate your staff. But there’s no need to remind them. They have a schedule and they all submit their paperwork on time. You start to prepare for the feedback meetings, and you smile. You’re happy because your staff are all working fantastically well, and you’re looking forward to telling them that they are all going to get a bonus this time. Plus you’re looking forward to meeting with your own boss too, because you know that this year your own promotion is definitely on the way!
NOW I know that having the theory in
one easy-to-read book is going to be great,
but I also know that you’ll need practical help.
That’s why I’ve included FOUR special bonus offers for you.
FREE Extra Special Gift Bonuses
Free BONUS Gift #1
“Easy Performance Appraisal Templates & Forms”
Over 30 Sample Performance Appraisal Templates & Forms
You can’t carry out employee performance reviews without a set of forms
and templates — so here they are — FREE — just for you.
This product normally sells for $175.00
… but TODAY it is yours FREE
Free BONUS Gift #2
“Easy Performance Appraisal Scripts & Phrases”
Over 30 Sample Interview Scripts and Phrases
This absolutely ESSENTIAL guide gives you the exact sentences and phrases
that you should use when talking to employees about their performance.
This product normally sells for $75.00
… but TODAY it is yours FREE
Free BONUS Gift # 3
“Easy Business Letters”
Over 40 Sample Business Letters for Every Corporate Need
Save massively on time by copying any one of these professional business letters, covering your every corporate need, including writing HR letters to your employees.
This product normally sells for $97.00
… but TODAY it is yours FREE
Free BONUS Gift # 4
“Body Language Magic”
Your QUICK-START Guide to Understanding Body Language
People say one thing, but are thinking the total opposite!! But how would you know? The fastest way to learn what your staff are thinking is by reading their body language. You can start reading body language in ONE DAY with this easy-to-learn quick-start GUIDE.
This product normally sells for $47.00
… but TODAY it is yours FREE
Now I’m sure you’re thinking this is going to be expensive. All that vital information synthesized into one easy-to-read document!
And you are right! This product should sell for at least $97 given what else is out there in the market (I’ve seen so many expensive products from big management companies that sell for hundreds of dollars!).
Considering all the expert research that has gone into this book, and the fact that I’m are giving you a fail-safe, step-by-step system which will dramatically increase your chances of success in conducting performance appraisals, this book is easily worth $97.00.
But considering this is a relatively new product, and I’m keen to get some feedback on it, I have discounted the price for a couple of weeks.
So for a few weeks the price is a fabulously low $47.00. But it won’t stay this low for long so, please, do be quick.
I’m looking for about 5 more testimonials and when I get them, the price will absolutely go up. So do be quick and order NOW.
Plus, you’re probably wondering why I am including all these great bonuses, for a very low total price of $47.00??
Well, I’m keen that you don’t make the same mistake that I made. I want you to have access to the best information that will keep you safe and confident, as a supervisor or a business owner. That means having templates and scripts, plus lots of good information about reading body language.
And just to show how serious I am, I’m also offering a 100%, 60-day, money-back guarantee.
Here’s what you pay
Value
Your pay
“Easy Performance Appraisal ” ebook
108 pages of valuable, easy-to-read information
$97.00
$47.00
Free BONUS Gift # 1
“Easy Performance Appraisal Forms & Templates”
$175.00
$ 0.00
Free BONUS Gift #2
“Easy Performance Appraisal Scripts & Phrases”
$75.00
$ 0.00
Free BONUS Gift # 3
“Easy Business Letters”
$97.00
$ 0.00
Free BONUS Gift # 4
“Body Language Magic”
$47.00
$ 0.00
TOTAL
$491.00
$47.00
TODAY YOU ONLY PAY
$47.00
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WARNING
Do NOT sack an employee without reading Chapter 5 of this book
“Safely Dismissing Poorly Performing Employees”
So if you don’t want to risk damaging your business, or having the embarrassment of everyone knowing that you’re the manager with the problem staff, you need to read this book.
Though, with my 100% money-back, you’ve got nothing to lose!
Just read the book and see for yourself how Easy Performance Appraisal can be with the right information!
My business did recover, but it took a while to fill the hole of a $260,000 contract. Having the sort of information which is in this book would have saved me a lot of GRIEF!!!
I’m sure that with this information, and with the added help of the four fantastic bonuses I’ve added in, you will be able to set up your own performance appraisal system, quickly, easily and effectively.
And your own performance as a manager will dramatically improve!
And EVERYONE will Wonder what you did to have such a great team of people working for you!
And you will be able to sleep easy at night, knowing that with good performance appraisal systems in place, you won’t have any nightmare staff situations to sort out …
So what are you waiting for? Don’t risk your business or your professional reputation … Just click on the order button NOW. With secure internet credit card transactions, your payment is absolutely safe.
Jane Thornleigh, PhD
P.S. So if you are serious about becoming a great boss, and solving all your staff performance problems, then your search is over … it’s all here at the press of a button for only $47.00!
P.P.S. Don’t forget, just one of the four fantastic bonuses that come FREE with this offer could save you hundreds of dollars for your business, and hundreds of hours of your own work time.
P.P.P.S. With my 60-day, 100% money back, “NO QUESTIONS ASKED” Professional Guarantee, you know that YOU HAVE ABSOLUTELY NOTHING TO LOSE. So there’s no risk on your part. Just take a deep breath … and be on your way to solving all your problems with poorly performing employees.
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