High Performance
How to make a person confident that java has high performance capability?
Please kindly illustrate how to prove to some one that java is a high performance language ?
The only real way to convince someone is to create a complex program and execute it under difficult conditions. In an extreme the Java can be compiled to run on a specific target.
High performance can only be evaluated on a particular platform and for a particular problem. There are places where Java will not be suitable (nuclear simulations, NSA decoding, etc.) but under normal application needs it does a pretty good job. HOwever as you can see from the other answers the only way to prove it is by demonstration
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Improving How You Give Performance Feedback to High Performers
You have some employees who are really terrific. They are productive, they do quality work, and they get along well with others. You really appreciate what they do. But how often do you give these employees performance feedback and what kind do you give them? If your feedback is limited to an annual performance discussion and a now-and-then “thank you,” you may be missing a great opportunity to keep your best performers giving their all.
Employees, even outstanding ones who know they are doing a good job, want and need positive feedback. The key is to make the feedback meaningful and be genuine in how you deliver it. This doesn’t mean that you say “thank you” 10 times a day. But it does mean that you strategically and continuously tell your high performers how much you value their contributions. Many opportunities exist for you to do that. Consider these six:
1. When you give a new assignment: Highlight one skill the employee possesses that will allow her or him to successfully do a great job.
2. When a question is asked: During your discussion, don’t just end with the comment, “Good question.” ADD to your concluding remark something that highlights the trait or characteristic related to the kind of question the employee asked. For example, you might say, “Good question, continue with the strategic thinking.” Or, you might mention the characteristic during the conversation rather than at the end.
3. When a problem is solved: Explain how the solution arrived at by the employee affects a goal your office is trying to achieve or a project someone else is working on.
4. When you have “formal” discussions about workload progress: These are the instances when you ask for updates or progress reports. During these discussions, mention the employee’s past outstanding performance in a similar area.
5. When you have “chance” discussions about workload progress: There are many situations when you ask, “How is it going?” During these discussions, mention one specific skill the employee possesses that has contributed to her or his progress thus far.
6. When an assignment is completed: Take the time to say “thanks,” but also specifically highlight one particular skill, action, or activity that allowed the employee to successfully complete the assignment.
Remember, Outstanding Employees Need Positive Feedback Too
Sometimes managers spend most of their time trying to motivate poor performers. They assume their high performers don’t need to be motivated. And while this may be the case when it comes to doing a job well, outstanding employees like positive feedback too. They want to know that you recognize their talents and contributions.
You also want your best employees to know the knowledge, skills, and abilities you appreciate most. That’s how you keep these employees performing continuously and consistently. A once a year performance discussion or a passing “thank you” is not enough. You have to give feedback that is specific, genuine, and ongoing. Start with the six ideas in this article.
About the Author
Barbara Brown, PhD shows managers how to improve employee performance by linking performance to results. She publishes handbooks that contain phrases for linking performance. Handbook topics include Linking Time Management To Results, Linking Customer Service To Results, and others. Dr. Brown also offers E-Courses and E-Consulting as well as onsite training and consulting.
Website: http://www.LinkToResults.net
Email: Barbara@LinkToResults.net Blog: http://www.LinkToResults.net/blog
