Author Archives: Linda Linfield, M.A.

How Much Do Performance Reviews Actually Cost and Are They Really Worth It?

Posted on January 9, 2012 by Linda Linfield, M.A.

  Here is a simple way to estimate the cost of your performance appraisal process: Let’s assume the average manager earns $50 per hour (including benefits) and spends an average three hours per review (including gathering feedback, preparing documents, and holding … Continue reading →

Posted in 360-Degree Feedback, Employee Engagement, Performance Appraisal, Research, Talent Assessment, Uncategorized | Leave a comment

Did You Become More Engaged in Your Work After Your Last Performance Review?

Posted on December 23, 2011 by Linda Linfield, M.A.

Every year organizations spend untold hours conducting performance reviews. It’s an expensive process in terms of time and money and, if not done right, can have a negative impact on manager and employee engagement and morale. Think about your own … Continue reading →

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My Experience Using 360-Degree Feedback for Performance Appraisals

Posted on December 13, 2011 by Linda Linfield, M.A.

As a leadership coach, I often have the opportunity to work with high-performing leaders who are interested in infusing their employees with a passion for results and openness to feedback that will help them become increasingly capable.  I remember the … Continue reading →

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5 Reasons Why People Dread Feedback (and why we need to hear it anyway)

Posted on December 5, 2011 by Linda Linfield, M.A.

Talk to any group of leaders or managers, and you’ll hear the same thing.  For the most part we dread feedback, and for good reason – our experience is that feedback has been used as a hammer, a club, a … Continue reading →

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Can People Really Change and Is It Worth the Effort to Try?

Posted on November 9, 2011 by Linda Linfield, M.A.

In a recent coaching conversation, my client asked me point blank in his abrupt, no-nonsense way, “Linda, is it really possible for me to change?” Continue reading →

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What Do Honesty, Integrity, and Trust Mean in Leadership?

Posted on October 4, 2011 by Linda Linfield, M.A.

Think of a leader you know who exemplifies integrity, honesty, and trust. What specific behaviors cause you to experience this leader as upright, honest and trustworthy? Continue reading →

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