Description

THE RIGHT PHRASE FOR EVERY SITUATION . . . EVERY TIME

Real success is about the future, not the past. As a supervisor, you'll be most effective if you concentrate on setting goals for your employees, rather than assessing past events and behaviors.

This completely revised and updated second edition of Perfect Phrases for Setting Performance Goals provides hundreds of precisely worded performance goals you can put to use in virtually any situation. This handy,quick-reference guide provides effective language for:

  • Focusing your people on the most important parts of their jobs
  • Communicating your expectations
  • Aligning employee goals with organizational priorities
  • Improving productivity and morale in the workplace
  • Reducing disagreements during performance reviews

Perfect Phrases for Setting Performance Goals, Second Edition

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£12.82

Includes FREE delivery
Usually despatched within days
Paperback / softback by Douglas Max , Robert Bacal

2 in stock

Short Description:

THE RIGHT PHRASE FOR EVERY SITUATION . . . EVERY TIMEReal success is about the future, not the past. As... Read more

    Publisher: McGraw-Hill Education - Europe
    Publication Date: 16/01/2011
    ISBN13: 9780071745055, 978-0071745055
    ISBN10: 007174505X

    Number of Pages: 208

    Non Fiction , Business, Finance & Law

    Description

    THE RIGHT PHRASE FOR EVERY SITUATION . . . EVERY TIME

    Real success is about the future, not the past. As a supervisor, you'll be most effective if you concentrate on setting goals for your employees, rather than assessing past events and behaviors.

    This completely revised and updated second edition of Perfect Phrases for Setting Performance Goals provides hundreds of precisely worded performance goals you can put to use in virtually any situation. This handy,quick-reference guide provides effective language for:

    • Focusing your people on the most important parts of their jobs
    • Communicating your expectations
    • Aligning employee goals with organizational priorities
    • Improving productivity and morale in the workplace
    • Reducing disagreements during performance reviews

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