Do You Need a 100 Day Report Card? a discussion of why 90 to 100 days may not be long enough to evaluate talent and success
b'Do You Need a 100 Day Report Card?\\xa0\\nThere is a current business practice to have employees sign a 90 day opt-out if they don\\u2019t live up to expectations. But is 90 or 100 days enough time to evaluate someone\\u2019s performance? Being new in a position does not signify immediate success or a turnaround. Depending on the position, the complexity of change and preparing to turn a ship around can take time. In fact, so often I see where a business can\\u2019t even define what success in each position looks like. Employees aren\\u2019t provided specific and direct criteria of performance levels and standards. Rather than setting short-term windows to determine success or failure, as a leader you should be setting people up for success from the start. People who enter each work day clear on their direction and where to focus their time are motivated employees with a mission. Master the art of arriving at successful destinations in your business. This podcast will get you started.\\n\\n\\xa0\\n\\n\\n\\nClick here to check out our newest leadership development tool \\u2013 LEAD \\u2013 Leadership Education and Development\\n\\n\\xa0\\n\\n\\xa0\\n\\n\\xa0\\n\\n\\xa0\\n\\n\\xa0\\n\\n\\xa0\\n\\n\\xa0\\n\\nSteve Caldwell is an executive mentor and coach to managers and leaders who desire to excel in their career and become the leader others want to follow. Steve is a leadership expert, host of the\\xa0Manager Mojo podcast and author of the book\\xa0Manager Mojo \\u2013 Be the Leader Others Want to Follow. (www.ManagerMojo.com)\\n\\nSteve also coaches his followers not only on how to become great leaders, but how to effectively coach and lead their employees to find satisfaction and fulfillment from their jobs and life.\\n\\nHaving started his work career at the savvy age of 13, Steve is also currently CEO of Predictive People Analytics based in San Francisco, CA, a firm specializing in helping leaders increase sales, reduce turnover, and attract key talent. (www.PredictivePeopleAnalytics.com)'