Stop the Leadership Malpractice: How to Replace the Typical Performance Appraisal

The Complete Performance Improvement Process (CPIP) has created a partnership among employees and management in order to accomplish the greatest good for the company in a non-threatening approach. The CPIP process empowers employees and builds relationships between the manager and the employee versus creating judgment and criticism. It has been one of the best initiatives we have taken to improve employee morale.Sandy ChristensenExecutive DirectorBalfour Retirement CommunityWally is an insightful business consultant with the highest integrity who has helped our organization transform. When I first met Wally, we discussed changing our current performance management process to a more innovative solution. Through the implementation of CPIP, we have planted the seeds to create and nurture a strong culture of trust. Over the years, I have created or helped co-create numerous performance management systems. CPIP far surpasses any of these processes and has an easy step by step way of teaching others how to give feedback clearly and respectfully.Beth Abarca, MBADirector of Human Resources, Independent Living, Inc.Complete Performance Improvement Process (CPIP) is an effective tool to clarify expectations and achieve improved trust and improved productivity. I began using CPIP in 2003 to enhance employee engagement and continued to use the strategies and principles as an alternative approach to the traditional performance review process. CPIP provides the opportunity for a two-way dialogue with employees that focuses on system issues and facts not opinion. The process is both comfortable and effective. Barbara McCleary, AdministratorState of Delaware