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  2. 175 Performance Review Phrases To Use When Talking About ...

    www.aol.com/175-performance-review-phrases...

    Here’s a list of 175 examples of performance review phrases to incorporate into your interactions with staff or to approach your manager if you’re going through the process yourself.

  3. Performance appraisal - Wikipedia

    en.wikipedia.org/wiki/Performance_appraisal

    A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...

  4. Performance punishment - Wikipedia

    en.wikipedia.org/wiki/Performance_punishment

    Performance punishment can lead to occupational burnout, resentment, and a sense of being undervalued leading to morale loss. [1] Performance punishment of high-performers may also limit opportunities for improvement of low-performers and alternative growth opportunities for high-performers. [ 4 ]

  5. Out of This World (card trick) - Wikipedia

    en.wikipedia.org/wiki/Out_of_This_World_(card_trick)

    The performer takes a deck of cards, and places on the table two face-up "marker" cards, one black and one red; the black on the left and the red on the right.The performer tells the spectator that he or she is going to deal cards face-down from the deck and the object of the exercise is for the subject to use their intuition to identify whether each card in the deck is black or red.

  6. Shell's Solid Q3 Performance: Strong Revenue, $3.5 Billion ...

    www.aol.com/shells-solid-q3-performance-strong...

    Shell plc (NYSE:SHEL) shares are trading higher after it reported third-quarter results. Revenue of $71.09 billion beat the consensus of $61.34 billion. Total production at Integrated Gas fell 4% ...

  7. Vitality curve - Wikipedia

    en.wikipedia.org/wiki/Vitality_curve

    In a memo to all Microsoft employees dated April 21, 2011, chief executive Steve Ballmer announced the company would make the vitality curve model of performance evaluation explicit: "We are making this change so all employees see a clear, simple, and predictable link between their performance, their rating, and their compensation". [38]

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