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	<title><![CDATA[performance review Resources | BNET]]></title>
	<link><![CDATA[http://resources.bnet.com/topic/performance+review.html]]></link>
	<description><![CDATA[White papers, case studies, business articles, and blog posts relating to performance review]]></description>
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	<item>
		<title><![CDATA[How to Deliver  a  Negative Performance Review | Dodging Landmines]]></title>
		<link><![CDATA[http://www.bnet.com/2422-13722_23-334495.html]]></link>
		<description><![CDATA[Giving a negative performance review can be one of the most stressful tasks a manager faces. Employment and labor attorney David Goldman explains why it's important to be upfront.]]></description>
		<s:doctype><![CDATA[Videos]]></s:doctype>
		<pubDate>Tue, 15 Dec 2009 20:24:02 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
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		<category domain="http://resources.bnet.com/topic/dodging+landmines+-+delivering+a+negative+performance+review.html"><![CDATA[Dodging Landmines - Delivering a Negative Performance Review]]></category>
	</item>
	<item>
		<title><![CDATA[How Should I Prepare for My Performance Review?]]></title>
		<link><![CDATA[http://moneywatch.bnet.com/career-advice/blog/power-plays/how-should-i-prepare-for-my-performance-review/374/]]></link>
		<description><![CDATA[Dear Ron,    I've been at my current job for two years, and this year my company began instituting annual performance reviews. I think my work is good but I have no idea what to expect, so what, if anything, should I do to prepare?   ...]]></description>
		<s:doctype><![CDATA[Blog posts]]></s:doctype>
		<pubDate>Thu, 19 Nov 2009 11:21:20 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
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		<category domain="http://resources.bnet.com/topic/ron+brown.html"><![CDATA[Ron Brown]]></category>
	</item>
	<item>
		<title><![CDATA[Better Listening Leads To Better Performance Reviews]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=941671]]></link>
		<description><![CDATA[Managers and their employees would generally agree that when performance is being reviewed there are three desired outcomes. Performance problems should be resolved; the employee should be given some positive motivation and acknowledgment for work done well; and the conversation should be of benefit to the employee as a coaching...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Thu, 22 Oct 2009 00:00:00 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
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		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
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	<item>
		<title><![CDATA[Industry Moves: Glam Media's Lagani To Head Ad Sales For iVillage]]></title>
		<link><![CDATA[http://dw.com.com/redir?destUrl=http%3A%2F%2Fpaidcontent.org%2Farticle%2F419-industry-moves-glam-medias-lagani-to-head-ad-sales-for-ivillage%2F&siteid=23&tag=contentnext]]></link>
		<description><![CDATA[ Two years after arriving at Glam Media from Conde Nast, publishing industry vet Joe Lagani has left the company to join BNC Universal&#8217;s iVillage, which is currently in the middle of its latest turnaround. In an e-mailed release, iVillage says that Lagani, who was most recently Glam&#8217;s head of...]]></description>
		<s:doctype><![CDATA[External links]]></s:doctype>
		<pubDate>Wed, 23 Sep 2009 15:14:07 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/advertisement.html"><![CDATA[Advertisement]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
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		<category domain="http://resources.bnet.com/topic/david+kaplan.html"><![CDATA[David Kaplan]]></category>
	</item>
	<item>
		<title><![CDATA[How to Handle a Bad Performance Review | Dodging Landmines]]></title>
		<link><![CDATA[http://www.bnet.com/2422-13722_23-332945.html]]></link>
		<description><![CDATA[It's not easy to receive criticism from your manager, even if it's constructive. But Roberta "Bobbie" LaPorte, a career and leadership coach, says you can turn a negative performance review into an opportunity to enhance your skills and reflect on your career.]]></description>
		<s:doctype><![CDATA[Videos]]></s:doctype>
		<pubDate>Wed, 19 Aug 2009 20:31:45 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/professional+development.html"><![CDATA[Professional Development]]></category>
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		<category domain="http://resources.bnet.com/topic/bobbie+laporte.html"><![CDATA[Bobbie LaPorte]]></category>
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	</item>
	<item>
		<title><![CDATA[Performance Reviews: The Big Corporate Deception]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=1137855]]></link>
		<description><![CDATA[Like most people if you are an honest, hard working individual then you would subscribe to the notion that good work is rewarded. The performance review process was designed in part to provide us with this hope that our good deeds will be recognized and praised by way of promotion...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Wed, 19 Aug 2009 00:00:00 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
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		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
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		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
	</item>
	<item>
		<title><![CDATA[Performance Review and Organizational Management]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=1137859]]></link>
		<description><![CDATA[The annual performance review is a continuation of the day-to-day reviews and a closing of the loop in the managerial process. When regular progress reviews are held, the annual performance review will be much smoother and less traumatic and will probably require much less time. It is desirable for both...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Sun, 16 Aug 2009 00:00:00 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
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		<category domain="http://resources.bnet.com/topic/career.html"><![CDATA[Career]]></category>
	</item>
	<item>
		<title><![CDATA[Six Management Mistakes Business Keeps Making]]></title>
		<link><![CDATA[http://blogs.bnet.co.uk/sterling-performance/2009/08/12/six-management-mistakes-business-keeps-making/]]></link>
		<description><![CDATA[Dr Aubrey Daniels's latest book, "Oops! Management Practices That Waste Time and Money and What to Do Instead", takes aim at 13 commonly used, frequently useless management practices that businesses fall back on. Here are six clangers:    	Employee of the month Leaves everyone but one out --...]]></description>
		<s:doctype><![CDATA[Blog posts]]></s:doctype>
		<pubDate>Wed, 12 Aug 2009 13:11:27 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
		<category domain="http://resources.bnet.com/topic/reinforcement.html"><![CDATA[Reinforcement]]></category>
		<category domain="http://resources.bnet.com/topic/dr+aubrey+daniels.html"><![CDATA[Dr Aubrey Daniels]]></category>
		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
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		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/joanna+higgins.html"><![CDATA[Joanna Higgins]]></category>
	</item>
	<item>
		<title><![CDATA[Performance Reviews That Work]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=1137857]]></link>
		<description><![CDATA[Performance reviews must be consistently administered. It's not good enough to have non-structured reviews. They have to be on set timetables - quarterly, every 6 months, yearly. You have to be able to draw equal comparisons to the employee's work and progress, or lack of it. Performance reviews given 'Whenever'...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Thu, 23 Jul 2009 00:00:00 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
		<category domain="http://resources.bnet.com/topic/associated+content.html"><![CDATA[Associated Content]]></category>
		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
	</item>
	<item>
		<title><![CDATA[Using Performance Reviews In A Down Economy]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=1187749]]></link>
		<description><![CDATA[It is at times like now that employees' performance in the workplace defines the margin between profit and loss. This is where performance assessments come in - when an employee does not put enough effort into his or her assigned tasks, your business loses potential revenue. In a down economy,...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Mon, 18 May 2009 00:00:00 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
		<category domain="http://resources.bnet.com/topic/associated+content.html"><![CDATA[Associated Content]]></category>
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		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
	</item>
	<item>
		<title><![CDATA[Following Through After the Performance Review]]></title>
		<link><![CDATA[http://blogs.bnet.com/harvard/?p=1880]]></link>
		<description><![CDATA[Probably safe to say that both managers and their reports are uncomfortable at performance review time. Sure reviews are an essential tool for improving and rewarding performance, but they are uncomfortable for any number of reasons, beginning with the forced formality.    So it's no wonder we all...]]></description>
		<s:doctype><![CDATA[Blog posts]]></s:doctype>
		<pubDate>Wed, 29 Apr 2009 07:23:06 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/review.html"><![CDATA[Review]]></category>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
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		<category domain="http://resources.bnet.com/topic/sean+silverthorne.html"><![CDATA[Sean Silverthorne]]></category>
	</item>
	<item>
		<title><![CDATA[Making Performance Reviews A Strategic Imperative]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=986919]]></link>
		<description><![CDATA[Most industry experts agree that performance management is the core of an integrated talent management strategy. SuccessFactors Performance Management transforms the employee review process into a springboard that helps your company drive real business results. With SuccessFactors, you'll be able to more easily measure individual employee contributions - accurately, clearly,...]]></description>
		<s:doctype><![CDATA[Webcasts]]></s:doctype>
		<pubDate>Thu, 23 Apr 2009 00:00:00 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/successfactors+inc..html"><![CDATA[SuccessFactors Inc.]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
		<category domain="http://resources.bnet.com/topic/successfactors+performance+management.html"><![CDATA[SuccessFactors Performance Management]]></category>
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		<category domain="http://resources.bnet.com/topic/data+management.html"><![CDATA[Data Management]]></category>
	</item>
	<item>
		<title><![CDATA[How To Perform A Employee Performance Review]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=995999]]></link>
		<description><![CDATA[This paper gives you a step by step instruction on how to hold an employee performance review. You should rate the employee on a scale of 1 through 10, 1 being unacceptable, 4 being marginal, 6 being satisfactory, 8 being good, and 10 being excellent. You should also go with...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Mon, 06 Apr 2009 00:00:00 -0700</pubDate>
		<category domain="http://resources.bnet.com/topic/employee.html"><![CDATA[Employee]]></category>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
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		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
	</item>
	<item>
		<title><![CDATA[Getting The Most Out Of Performance Reviews]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=953441]]></link>
		<description><![CDATA[As leaders, people likely have done their share of performance reviews. But, when was the last time they checked to see how effective they were? When executed correctly, appraisals should not only let employees know how they are doing and define strategies for improvement, but also motivate them to give...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Fri, 23 Jan 2009 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
		<category domain="http://resources.bnet.com/topic/webmediabrands.html"><![CDATA[WebMediaBrands]]></category>
		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
	</item>
	<item>
		<title><![CDATA[Performance Reviews That Actually Improve Performance]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=937501]]></link>
		<description><![CDATA[Employee performance reviews are one of the most dreaded tasks by most managers. Taking the easy way out and just documenting the positive will cause you a lot of trouble if you ever need to fire the employee. The only way this ever gets better is with a lot of...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Thu, 01 Jan 2009 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
		<category domain="http://resources.bnet.com/topic/streetdirectory.html"><![CDATA[Streetdirectory]]></category>
		<category domain="http://resources.bnet.com/topic/employee+performance+review.html"><![CDATA[Employee Performance Review]]></category>
		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
	</item>
	<item>
		<title><![CDATA[Dealing With Employee Performance Reviews]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=937505]]></link>
		<description><![CDATA[With good performance review processes, you have the employee complete a self rating before you meet. Generally many employees rate themselves quite hard, or on par with your views of their performance. This is much trickier to deal with than the person who is too hard on themselves. When you...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Thu, 01 Jan 2009 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
		<category domain="http://resources.bnet.com/topic/streetdirectory.html"><![CDATA[Streetdirectory]]></category>
		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
	</item>
	<item>
		<title><![CDATA[A Guide To Conducting Performance Reviews]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=941623]]></link>
		<description><![CDATA[Do you want to get the most out of performance reviews that you have with your employees? Most managers, just fill out the review, justify the raise that the employee may get and then have their employees sign for the money. If you have to do this exercise with your...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Thu, 01 Jan 2009 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
		<category domain="http://resources.bnet.com/topic/helium.html"><![CDATA[HELIUM]]></category>
		<category domain="http://resources.bnet.com/topic/performance+management.html"><![CDATA[Performance Management]]></category>
		<category domain="http://resources.bnet.com/topic/human+resources.html"><![CDATA[Human Resources]]></category>
		<category domain="http://resources.bnet.com/topic/workforce+management.html"><![CDATA[Workforce Management]]></category>
	</item>
	<item>
		<title><![CDATA[Careers: How To Protest An Unfair Performance Review]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=941625]]></link>
		<description><![CDATA[The best way to combat an unfair performance review is to give your employer the facts. The review should have comments that have happened over the review period. If this happens to be a year, look to see if all comments have been written over the last couple of months....]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Thu, 01 Jan 2009 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
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		<title><![CDATA[Performance Reviews Your Employees Will Love To Get]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=953219]]></link>
		<description><![CDATA[Evaluation and feedback are essential components of human resource management for any business. The only way your people can know what the company needs from them, and the only way to improve in those areas, is to provide candid, timely, and effective job performance evaluations and employee reviews. Most organizations...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Thu, 01 Jan 2009 00:00:00 -0800</pubDate>
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		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
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		<category domain="http://resources.bnet.com/topic/evaluation.html"><![CDATA[Evaluation]]></category>
		<category domain="http://resources.bnet.com/topic/isnare.com.html"><![CDATA[iSnare.com]]></category>
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	</item>
	<item>
		<title><![CDATA[Employee Performance Reviews]]></title>
		<link><![CDATA[http://jobfunctions.bnet.com/abstract.aspx?docid=953385]]></link>
		<description><![CDATA[Employee performance reviews or employee performance evaluations should be a two way conversation. You need to listen, accept feedback about yourself as well as provide feedback to your employee. Employee performance reviews will only be as deep and as productive as your relationship with your employee. If your relationship is...]]></description>
		<s:doctype><![CDATA[White papers]]></s:doctype>
		<pubDate>Thu, 01 Jan 2009 00:00:00 -0800</pubDate>
		<category domain="http://resources.bnet.com/topic/performance.html"><![CDATA[Performance]]></category>
		<category domain="http://resources.bnet.com/topic/performance+review.html"><![CDATA[Performance Review]]></category>
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