Crafting Business Writing Goals for Performance Reviews

Crafting Business Writing Goals for Performance Reviews To accurately measure employee business writing, itis critical to link the business goals of the employee's key documents to specific writing attributes. "Better report writing" or "more clear email" is too vague and impossible to measure. Instead, approach it more strategically: Define the goals of the documents your employees need to write. Assess the sub-skills required for these documents. Evaluate if these identified sub-skills actually support the overall document goals. What is the desired outcome for the employee's documents? First, identify the key documents the employee needs to write and then assess the requisite skills for each of these major documents. For example, if an employee needs to write spec documents for vendors, the end goal of these spec documents is likely receiving vendor RFPs that accurately respond with solutions that match your company's specs and needs. Or, if employees need to write reports on the status of critical company equipement, the end goal of these status reports is likely keeping your executive team informed about key equipment or perhaps requesting funding for needed repairs. So, the first task in crafting employee business writing goals is defining the real business purpose of each document. Don't move immediately to syntax and language, which is a very common mistake. Every business document requires five core requisite skills: Audience awareness Appropriate content Content logically categorized Content logically sequenced Syntax and grammar that is clear and correct and interesting Let's apply these requisite skills to the employee who needs to write spec documents: Sub-skill = audience awareness - Do the spec documents accurately address an identified reader (i.e. the employee understands when a vendor is unfamiliar, or familiar, or interested, or disinterested, or experienced, or less experienced). In essence, the employee is able to critically assess both the project and the vendor's current understanding. Sub-skill = appropriate content - Do the spec documents provide complete yet non-redundant information,based on vendor needs.For example, a vendor who has never worked with your company likely needs more background information than a vendor who has successfully completed a similar project before. This is the most important skill in business writing. Be sure you thoroughly assess the substance of your employees' documents. This substance - the information, details, and general content - enables a reader to know or do the task at hand, so it's critical. Any gaps or errors here, and it can echo into very costly problems later. Sub-skill = logical organization - Are the spec documents logically organized? Is the information logically grouped, and tiered? Can the vendor readily identify significant information and delineate what is essential from background information? Sub-skill = logical sequencing - Do the spec documents start at the best place, move logically through the information, and close clearly and logically? Sub-skill = language and syntax and format - Is the grammar correct in the spec documents? Is the language clear? Is the tone professional and well matched to your company and vendor? Is the document easy to skim and absorb for busy readers? This same process can be applied to customer service email, quarterly performance reports, business justification documents, or any key documents you or your employees write.The key is to identify the desired business outcome of key documents, and then break down the requisite skills into measurable components. Goals must be linked to document outcome, with the skills broken down, or there is no real way to measure the progress or identify the skill gaps. Without the skill gaps clearly identified, any training or feedback will be hit or miss. Most performance reviews for business writing focus primary on syntax - the language, grammar, and tone of the document. That is a mistake. It's essential to evaluate both substance and syntax. To do this, we have to first define purpose and then assess the requisite sub-skills. There is another significant benefit of linking the document goals to specific rhetorical measurements. It's very likely that some employees, particularly non-native business writers, are weak in syntax and grammar, yet have fantastic analytical skills. This approach strengthens that desirable analytical thinking and places focus on the areas where real skill gains can happen. WHERE WE CAN ASSIST We can analyze your employees' writing skills and write the performance goals for you. As you can see, this requires a thoughtful document purpose and writing analysis. All of our customized business writing training includes this assessment. Our executive business writing coaching program includes this, and coaches the employee until these identified skills are attained.

In cases of Juvenile arrest rehabilitation not punishment should be streesed essays

In cases of Juvenile arrest rehabilitation not punishment should be streesed essays In cases of Juvenile arrest, rehabilitation, not punishment should be streesed Why would our government try to hurt kids? Well, kids are being hurt right now. You see, in America punishment, rather than rehabilitation is being emphasized for juveniles who commit crimes. This way of thinking must stop with the addition of rehabilitation and prevention programs for juvenile offenders. States vary in their legal definition of a juvenile. In Illinois, for example, a juvenile is defined as any person below the age of 17. Using each states legal definition, the FBI reported that 62% of juveniles arrested in 1992 were referred to juvenile courts, 5% to a criminal or adult court, 2% to a welfare agency, and 1% to another police agency. The kids sent to adult prisons were eight times as likely to commit suicide. It has also been evident that those kids incarcerated with adults are also more likely to become Legislation pending in congress now is debating several issues. Among them are weather to have children as young as 13 be prosecuted and sentenced as adults for certain crimes, give prosecutors the discretion to transfer a juvenile to an adult court in certain crimes, and allow juveniles to have incidental contact and in some cases be housed with I take an opposing point of view with that of congress. If a 13 year old is imprisoned, how can he become a functional member of society upon his release? How will he create a positive lifestyle for himself? The real question is: How can he turn in any direction other than that of crime? He simple will not be able to. If a child is sent to a prison to stay in a cell for hours at a time, the only life he will know is the life he came from, not the life that could be his. Also, a prosecutor shouldn't have the privilege to decide what court a kid is placed in. A prosecutor has a built in bias; the decision shou ...

CASE STUDY Example | Topics and Well Written Essays - 500 words - 4

Case Study Example nquiry is present in the story, because Harris highlighted in the general bulletin sent to all employees that Akin will be helping them recognize their strengths and what they are doing right, so that plant work can be done more effectively and efficiently. He emphasized that â€Å"his presence is not due to any particular problem† but a product of the managements desire to â€Å"continuously improve† (211). The management wanted to highlight the identification of strengths of the company in a positive manner, which is aligned with appreciative inquiry. In addition, when Akin conducted his research, he did not ask about problems, but inquired in such a way that will help him gain a strengths-based understanding of the model of work at DuPont. There was no â€Å"judgment† or â€Å"bias† in his research, and instead, there was more emphasis on the strengths of the people. c) Sense-making- Sense-making is applied in the story, because Akin understood the culture and work system of DuPont by researching with the people. This means that together, the researcher and the workers made sense of their experiences and generated the local organization theory that people used to do their work. In addition, the research paved way in identifying and understanding the stock-car racing metaphor that the people used to explain their idea of teamwork and how they worked together. 2) In your opinion, how compatible are these three approaches? Why? What evidence is there in the DuPont story for your answer? As a change manager, to what extent could you utilize insights from each approach? For me, these approaches are compatible, because OD can use sense-making and appreciative inquiry as means of understanding the needs for change, preparing people for change, and collaborating with them to achieve organizational changes. Sense-making, for instance, helped reinforce appreciative inquiry by focusing on the meaning of their work. The evidence is that since these approaches are applied,