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Architecture Guide
Cost vs. Value Report
Good Neighbor Awards
Handouts for Customers
Top 100 Companies
Take a Quiz
30 under 30
Young Professionals
REALTOR® Emeritus |
Retaining Top Personnel PERFORMANCE ASSESSMENT |
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 The Cost of Turnover Orientation Motivation Coaching and Mentoring Training Goal Setting Performance Assessment Resignation and Termination More Resources: Retaining Top Personnel Code of Ethics: Retaining Top Personnel |
Assessment Questions to Ask Yourself Because your concern is for your company’s overall performance, you need to think about how each salesperson contributes to the organization. 1. Would this sales associate be better suited to a non-sales job, such as transaction coordinator? Yes, if he or she has:
2. Would this staff person be a good candidate to move into sales? Yes, if he or she has:
3. Is this person a candidate for promotion into management? Yes, if he or she has:
4. Is this person a candidate for termination? Yes, if he or she has:
3 Assessment Pitfalls Keep these in mind when preparing an evaluation. 1. The “halo” effect—in which one positive aspect of performance is generalized to represent all situations. 2. The “error of central tendency”—in which everybody is rated as “average.” 3. The “leniency error”—in which everyone receives high ratings regardless of performance. From “10 Steps for Improved Appraisals,” Charles Painter, Supervision, June 1999 Assessing Independent Contractors > |
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