Attention: Frustrated HR Manager or Business Owner...

“Revolutionary New Program Delivers
100% Objective Employee Performance
Evaluations — Practically On Auto-Pilot!”

Finally You Can Stop Using Ordinary Cookie-Cutter Appraisal Forms That Use Embarrassing "Buzz" Words and Worn-Out Cliches...

Simply Take My Program For A 365 Day Test Drive and You'll Never
Want To Use Any Other System Ever Again — GUARANTEED!

Rich Lukesh

Dear Frustrated Manager,

Let's face it: Doing an employee evaluation isn't much fun.

As the owner — or a manager — of a small to mid-sized business, you want a powerful rating tool that is simple to use.

You want something that will help improve your worker's performance.

And you want it without adding any of the interpersonal “drama” that often comes with employee evaluations.

It's hard to find something on the market that does employee ratings quickly and easily. Believe me, my consulting clients have shared some of their horror stories with the traditional cookie-cutter offerings.

Some people bought a “plain vanilla” rating form from one of those office supply super stores... and watched in shock and horror when their productivity dropped by at least 15% since they started using those forms!

As for all of those “easy to use” and “no-hassle” software packages... The sad news is they are a complete waste of time!

Even those automated performance evaluation systems — that are supposed to make employee assessments faster and easier — are bad because they don’t fix the underlying problem with performance appraisals.

What about Forced Ranking or Distribution Appraisal Programs?

Well, I’ll bet you any amount of money you're willing to wager that your organization's teamwork and ability to work closely together have gone right down the drain since you started that type of program!

It's a confusing and frustrating situation. It's hard to know which employee evaluation system actually works. So most businesses bury their head in the sand and try not to do them.

That's a huge mistake.

Now I'm sure you might be thinking...

“Rich, Aren't Employee Evaluations Only Needed For Big Businesses?”

Not hardly.

The fact of the matter is small to mid-sized businesses are the engine that drives the U.S. economy. The best way to keep that engine running strong is to help businesses like yours become more productive and more efficient.

So if you want to your business to enjoy organizational performance that puts the big corporate guys to shame, then just keep reading...

8 Mind-Racking Questions Every Manager Hates

As a manager, when you are preparing for the annual round of performance evaluations, do any of these questions seem as familiar as a recurring nightmare that won't go away?

• What did I write for this employee last year?

• What has this employee done over the past year? (No B.S. Truth: People remember what has happened in the past 90 days with the most accuracy — not the last year!)

• What do I like or dislike about this employee?

• What do my boss & others think about this employee?

• What have I seen this person do recently that I can talk about? (Just as important... what can't I mention in their review?)

• What are some good phrases to use to make it look like I didn’t just copy last year’s evaluation?

• What positive things can I say to “cushion” the impact of the negatives that I have to mention in their eval?

• The evaluation program includes a discretionary merit raise... Since I don’t feel this employee has earned the full merit increase... what can I say to justify a smaller raise?

ALL of these questions are enough to make you scream...

Stop the Managerial Insanity!

Don't managers have enough to do already? Who's idea was all of this extra paperwork in the first place?

The topic of employee ratings has grown by leaps and bounds since the 1940s. Today you can find hundreds of book and articles on doing traditional evals... but only a few dozen sources that reveal the dirty truth about this tool.

A few brave companies like the Wall Street Journal, Gallup, and People IQ have been spreading the word... the word that traditional performance evaluations do more harm than good!

In fact...

Here's 5 Stone-Cold Reasons Why
Traditional Appraisals Are Lose-Lose!

• A 1994 survey by the Society for Human Resource Management (SHRM) found that 90% of appraisal systems were not successful...

• In 1998, Development Dimensions Incorporated, a HR Consulting firm, found that most employers expressed “Overwhelming” dissatisfaction with their performance management system...

• A 1998 study found that 98% of people saw themselves in the top half of all performers. Another study showed that 80% of people saw themselves in the top 25% of all performers... even though their bosses disagreed!

• Think traditional evaluations protect the employer? Think again. A 1999 survey of the Michigan Bar Association noted that only 3% of lawyers felt that an appraisal benefited an employer in litigation while 44% felt the appraisal benefited the employee...

• In a 2005 national survey the consulting firm People IQ discovered that 87% of employees and managers felt performance evaluations were not useful or effective!

Oh sure, if you have a great employee — an “A-player” — the performance evaluation is a positive & invigorating event.

But these people are already your superstars. They are already operating at a hyper-energy level because their goal is to “move up or move out.”

So they are going to learn what they can... move as high and as fast in your company as they can... and when your organization can’t meet their personal goals any longer, they will move on to "greener pastures."

And let's be honest — 80% of your employees aren't really elite performers. If they were, traditional evaluations would be a breeze to do.

“Okay Rich — What About the Rest of
My Employees That Aren't Superstars?”

Glad you asked.

As strange as it sounds, you don't want your organization to be made up of superstars only. You need the 98% of your employees who come to work every day... have a good work ethic and do a good job consistently... and have a life of their own outside of their jobs.

You don't need everyone on your staff needing their egos fed because of their superstar-like efforts either. That's a lot of extra ego stroking which managers don't have the time to do!

So how do you review non-superstar employees — “the glue” that holds your company together? What does their performance appraisal look like?

Well, that's the question that countless managers have struggled with for decades.

Often employees struggle to give any type criticism of the evaluation process — usually because they are afraid of management backlash or they have been discouraged so strongly that they've become another person who refers to their position as "just a job."

Ever wonder why managers wring their hands during evaluation time? It's because the traditional evaluation tools that they have been using sound great in theory but are structurally flawed.

How flawed?

It's flawed from the deepest fundamental objectives right up to the most commonly drawn assumptions.

In other words, it's like being sent off to war with a rifle that is bent into a giant knot.

The rifle could never shoot straight — no matter how much you tried to straighten it! Now imagine that you weren't just given a faulty rifle to "fight the good fight" at work... you weren't given enough bullets to win even a single battle!

The painful truth is, the list of flawed objectives and assumptions is practically a mile-long. But I'm not going to waste your time with a mile long list. Nope.

Instead here are...

The 7 Biggest Flaws of Traditional Performance Appraisals

• Employees want to know “How am I doing?” and "How do I compare with other workers?”... yet traditional performance appraisals have no way to do this objectively...
• Employees want their pay and their rewards to be based on their individual contribution — labeled by a checkbox option like give big raise, give small raise, or give no raise...
• One evaluation form rarely works for all positions in the company — but the company needs to apply the same evaluation formula for every employee...
• Rankings and ratings are effective tools for motivating employees... but traditional performance appraisal forms do a lousy job at ranking and rating employees!
• Managers acting as employee raters need to be fair, objective, unbiased, and not influenced by the corporate suck ups — none of which happens with a traditional review...
• Supervisors struggle to be consistent in their ratings from year to year because traditional evals force them to use generic labels like "average" or "good" — which fail to show how employees are improving from one year to the next...
• It's very hard to document the history of disciplinary action needed for a problem employee. Mess up this step up and your problem ex-employee hires a killer lawyer and sues you for discrimination or failure to show progressive disciplinary action. Talk about a major corporate headache!

Despite all of these issues, many business executives stubbornly cling to traditional performance evaluations like a drowning rat hangs onto driftwood.

These misinformed execs refuse to believe that traditional performance evals aren't perfect.

It's the only logical explanation.

Why else would they still stick with a program that 87% of surveyed employees felt was cumbersome, lacked meaningful feedback, and was not useful?

Sometimes the level of executive stubbornness can be quite high.

Here's a great example of what I mean...

Recently, I was conducting a presentation on my Program and had started going through the mile-high list of problems with traditional performance appraisals.

Suddenly, in the middle of my presentation, I was rudely interrupted by a business owner who said...

He was shocked when I told him that he raised a good point — but I had an even better answer that he wouldn't find anywhere else. And then I took his breath away when I revealed...

Why Traditional Performance Evaluations are Now Obsolete!

Before I share the answer that I gave the outspoken executive, I'd like to share a bit about my professional background.

In 1972, I started my career in Human Resources. For the next 15 years, I spent over 3,000 hours studying, teaching, creating, and implementing performance appraisals.

During this time, I developed 7 different performance evaluation systems with merit pay components for 4 different employers — including a large public company.

Each one of these performance evaluation programs was heavily researched and created using the most current information available at that time.

Each one of them was a complete disaster.

Then in 1987, I was bitten by the entrepreneurial bug. A friend and I purchased a company that was located and operated in the greater Philadelphia area.

We sat down and laid out the administrative responsibilities— my primary task was overseeing the Sales and Operations of the business.

Maybe it was due to the years of sheer frustration from all of my previously failed performance evaluation programs.

Maybe it was that I was stuck in a situation where I needed a powerful evaluation tool — and I needed it fast.

But my first official act was to kill the existing performance appraisal program.

I replaced it with a simple tool that was focused on the completion of auditable and observable activities.

Little did I know that this minor act of “managerial rebellion” would be the start of a program that is revolutionizing performance appraisals. My new program worked great.

In fact, it worked so well that over the next 7 years, my partner and I grew the business from 35 to over 450 employees. We expanded from a local-only Philadelphia operation to a 10 state massive operation.

Then we did what every business owner dreams of doing: We cashed out and sold the business in January 1995.

I wasn't ready to retire so I started a management consulting firm. As luck would have it, I was engaged in a number of projects that required me to implement Continuous Improvement sessions with employees and supervisors in manufacturing environments.

Fast forward to the year 2000. While driving home after another successful day of consulting I began thinking about the positive interaction I just witnessed between the company's supervisor and his employees as they were focused on the problem that they were trying to resolve.

Then I thought of all the negative interactions that I had either personally observed and heard about, related to performance evaluation sessions.

Suddenly I had a "Moment of Clarity"...

What if You Took Employee Performance Appraisals and Combined Them with Continuous Improvement...

Would it be combining the best of both worlds?

You could take the strengths of both... combine them... and leave out all of the weaknesses.

I thought it was a great idea so I spent the following weekend writing a white paper that outlined my program.

I called that white paper “Change Performance Evaluations To Process Evaluations” and I submitted to the Society for Human Resource Management (SHRM) to post on their website.

Not only did SHRM post it on its website but they also used the entire white paper in a major research report that year on the topic of Performance Management.

It didn't take long for my clients to ask me to use my Process Evaluation System to help their businesses run smoother. So I started offering this proprietary material to a select handful of my clients. I continued to teach and refine my system, content to make it available to my consulting clients only.

Eventually, my consulting clients started sharing their success stories with their fellow business owners that hadn't worked with me yet. Some of them wanted to hire me as their business consultant right away.

But some of them surprised me. They wanted training materials that they could use themselves to train their in-house staff.

So after years of letting only a few select business owners and managers get access to my revolutionary program... I've decided to make it available to everyone!

Announcing... My "Employee Process Evaluation Program"

A Powerful 1-2 Punch of Employee Assessment
and "Cutting-Edge" Continuous Improvement...

When I first decided to release my "Employee Process Evaluation Program," I wasn't sure it would be a good idea.

I had grown comfortable teaching it to a select group of clients — the types of people who were open to using a system that contradicted some of the oldest — and inaccurate— ideas in the HR field.

This program isn't intended for everyone. If it were, I would have made the program into a paperback that would sell on Amazon for $29.

And it's not that anyone is unwilling to listen to what I am openly sharing — which would be ignoring all of my years of proven success in the HR trenches.

Instead, I'm focusing on people who realize the power of investing in their business and putting what they gain from my "Employee Process Evaluation Program" into ACTION.

How does my program work?

Glad you asked.

First, the "Employee Process Evaluation" is the result of years of research and hard work. Each time I found a tip, tactic, or technique which was supposedly effective, I tested it thoroughly.

What worked... I kept using and included in this program.

Anything that didn't work... or I couldn't confirm that it definitely worked... got tossed out.

Then I introduced it to my consulting clients and confirmed that it worked in their businesses too.

So everything you discover inside your copy of "Employee Process Evaluation" is 100% tested and proven.

Second, it may sound quite simple but a successful business is the sum total of the activities of all employees.

Let me give you an example.

If you tried to improve the MACRO processes that an employee participates in with everyone else in the organization, you'd waste countless hours doing an exercise in frustration and futility.

That is, unless you first improve the MICRO processes, duties, responsibilities, and activities that a single employee does as an individual.

In other words, the Employee Process Evaluation Program turns the evaluation process into a mini-continuous improvement exercise.

The focus is off the supervisor and what he/she says or doesn’t say. The focus is squarely on the employee and the ins-and-outs of their job duties and responsibilities.

Using my proprietary templates to document duties and responsibilities in a process-oriented format, the supervisor and employee then implement a structured approach to analyze each duty. They also look at a performance standard related to the “3 Elements of Competitiveness.”

The supervisor and employee are focused on the duties and responsibilities of the position — rather than the personality of the employee.

Now you have created an environment for real-world performance improvements!

15 Powerful Ways My "Employee Process Evaluation Program" Will Dramatically Help Your Business...

• Simple to use and even easier to understand...

• One size does NOT fit all — create a tailor-made customized form for each job...

• Delivers results — not more office politics...

• Removes all the buzz words that employees interpret as Managerial B.S. and replaces them with usable content...

• Eliminates unpleasant surprises for employees...

• Makes evaluations 100% objective facts — not subjective hearsay...

• Employees will see how each task — from the most mundane duty to the most complex — will impact the organization...

• Analyzes and improves workflow and productivity...

• Uses employee observable activities and behaviors — not opinionated hocus-pocus...

• Actually improves staff performance and business results!

• Encourages employees to fully participate in improving the duties and activities that they are responsible for implementing...

• Tosses personality conflicts and differences out of the evaluation process...

• Focuses on strengths and mutual decision making — instead of weaknesses and manager directives...

• Helps managers and employees clearly identify Common Cause and Special Cause events that affect performance...

• And Much, Much More!

The simple truth is the "Employee Process Evaluation Program" will get rid of your high levels of stress with doing employee evaluations. It will take a traditionally mind-racking task and make it faster and easier than you can image.

My program will literally take you by the hand...

Show you step-by-step what you will need to do with your next employee evaluation...

Help you create a completely objective review...

And complete an action plan that you and your employee can agree on.

Imagine what your life would be like once you are rid of the usual drudgery of traditional employee evaluations... and with much less stress!

The honest-to-good truth is, you will begin to feel a sense of relief almost instantly.

Because as you progress through my complete employee evaluation plan... you'll notice how you no longer have to "rack your brains" to do an evaluation.

That's because you are using an employee rating system that actually works!

But don't just take my word on it...

Here's 7 Powerful Team-Building Tools You'll Find
Inside the "Employee Process Evaluation Program"

	E.P.E. Core Training: Over 3 Hours of Training, Spread over 3 Audio CDs Detailing the Entire Program...
	My painless 3-step format for conducting an Employee Process Evaluation...
	A complete set of my copyrighted blank forms created as Excel Templates... You can even easily add your company information to give it your own company branding before the forms are used!
	My unique system for analyzing responsibilities & standards against the “3 Elements of Competitiveness.”
	Over 12 completed sample forms to show you exactly how the Program works. No guesswork... Just follow the included example and you'll be using the forms almost immediately!
	Trying to fix performance deviations? No problem! Just use my 2-step process for spotting deviations and you'll fix performance problems fast!
	And Much Much More!

Simply use these powerful tools to revamp your business fast and get your employees — and management team — working together as one powerful unit.

But that's not all. If you act now, I'll include these limited-time special bonuses:

Special Bonus #1: Quick Start Kit (a $27 Value) I've included a two-part quick start kit. You can listen as I describe in detail the step-by-step methods to use my Employee Process Evaluation system. Or if you prefer, you can print out the complimentary quick start guide and read it while sitting in your favorite comfortable chair.

Special Bonus #2: Thirty Minutes of One-On-One Consulting with Rich Lukesh (Priceless) When you invest in my Employee Process Evaluation Program, I will include a FREE 30 minute telephone consultation with yours truly. As an Employee Process Evaluation Program owner, if you ever feel "stuck" on how to use this program to its maximum potential, simply email me and we'll set up a one-on-one phone consultation. During the free consult, I'll walk you right past any obstacles you've been faced with. How powerful are my consulting skills? Well, my clients gladly pay my consulting fees because I deliver thousands of dollars in value in very little time. To be honest, this is a bonus that could be removed from this program at any time, simply because I have limited openings in my schedule for any new consulting clients. But don't worry... when you become an owner of "Employee Process Evaluation Program," I make fitting you into my schedule a top priority!

Say Good-Bye to Your High Stress
Traditional Employee Evaluations Forever!

Let's face it: No other employee evaluation system offers such a comprehensive — for both employers and employees — and objective system for doing employee reviews.

Why go through the hassle and frustration of trying to find new effective ways to do your employee evaluations... when I have already done all of the work for you!

I spent years testing and perfecting this complete staff evaluation plan. That means you will get a proven and easy to follow system that works for every type of staff member.

For a limited time, you can grab your own copy of "Employee Process Evaluation" for just $185.00 (Non-Member Price).

In fact, for much less than a one-day HR crash-course seminar, you can get your own copy of my employee appraisal system.

But don't wait... As part of a special marketing test, I'm offering "Employee Process Evaluation" at this price for a limited time. In addition, I may decide to remove one of the special bonuses — the 30 minute phone consultation — without notice simply due to my already jam-packed consulting schedule.

The fact of the matter is price may increase at any time... If you don't grab your copy at this "steal of a deal" price now then you could pay more at a later date.

Using this program can — and will — increase your staff's levels of productivity and teamwork. And I'm prepared to put my money where my mouth is.

Here's what I mean...

I Believe "Employee Process Evaluation" Will Work
For Every Business... So I'm Willing to Take All of
the Risk — and Put It Squarely On My Own Shoulders!

Are You Ready To Make A Change For The Better?

If you are ready to get started on your journey to getting rid of traditional employee evaluations that leave everyone feeling frustrated and unfilled — then grab your copy of "Employee Process Evaluation Program" today.

Stop hating employee evaluations and start enjoying the feeling of your team working stronger and better together than ever before!

For the low Non-Member price of $185 — far less than a one-day HR crash course — you will get a comprehensive plan to end all of those annoying employee appraisal issues forever.

Aren't easier employee evaluations and your peace of mind worth it?

You do not have to suffer any more. You do not have to use old traditional evaluation methods in a 21st Century business world because my non-traditional plan is 100% effective and easy to use.

As soon as you start going through my employee evaluation plan step-by-step, you will notice a dramatic improvement in performance and productivity. Before you know it, your business team will work better than ever!

Start using this cutting edge, time-saving system today and say “YES” to a happier and more productive employee evaluations.

Don't wait! Grab Your Copy of "Employee Process Evaluation Program" Today!

Dedicated To Improving Your Business,

Rich Lukesh
President
Lukesh Consulting Group, Inc.

P.S. Stop wasting your time and money on ineffective or outdated employee evaluation programs! Take control of your business with my field-tested and proven employee appraisal system. It's a comprehensive plan that is powerfully effective in eliminating employee evaluation conflicts and miscommunications.

P.P.S. You can spend days doing your next employee evaluation using obsolete evaluation tools. Or you can simply grab your copy of "Employee Process Evaluation" and start using a streamlined — yet powerfully effective — staff appraisal system. It's really that easy to do employee reviews.

Grab Your Own Copy of
"Employee Process Evaluation" For Just $185!
Members – See Special Savings

P.P.P.S. I'm offering "Employee Process Evaluation" for a limited time at the Non-Member rate of just $185 with two special bonuses as a marketing test. The bonuses can be pulled without notice. This low price won't last forever either. It may increase at any time... without any advance notice. Don't wait...grab your copy today!