Employee Engagement Through Effective Performance Management: A Practical Guide for Managers
"Written as a practical guide for leaders, free of cumbersome dry research and exhaustive references, everyone from consultants to students will find the contents of this book full of helpful methods to create'excellent performance management and ways to achieve and engaged workforce'."- Christopher R. Baudler, MBA, EASI-Consult, St. Louis, Missouri, USA inPersonnel Psychology"In the past few years it has been almost impossible to avoid the topic of Employee Engagement.  Ed Mone and Manny London have finally addressed the issue from the practical point of view of those who make it happen, the managers.  Mone and London have delivered a very practical guide written in "how to" style which can be readily translated into action by those on the front lines.   This book guides managers through these difficult conversations and how performance management can be used to drive employee engagement. Mone and London seamlessly weave research and practical guidelines into a very comprehensive and useful book for managers, as well as academics and HR professionals." -Walter L. Jackson, PhD, Managing Director, Human Capital Consulting, Braver Group, Boston, USA"The framework for the performance management process is well integrated and provides a nice applied model for practitioners to use in the field. Authored by a leading psychologist and experienced practitioner, this book recognizes some recent streams of research (engagement, team learning, trust) and is clearly presented as a resource book for practitioners."- William Balzer, Department of Psychology, Bowling Green State University, USA"The focus on employee engagement, continuous learning /development and burnout are especially relevant given the pace at which today’s organizations operate. The book does an excellent job of translating theory into practical guidance and provides several tools that managers can use to apply the knowledge and recommendations suggested in each chapter. It illustrates not only traditional tools such as 360 degree feedback, but also frameworks and tools for effective coaching, building and promoting trust, and setting performance and development goals."- Howard Klein, Fisher College of Business, The Ohio State University, USA