If you’ve every given or received a Performance Appraisal, you’ve probably learned to hate them. There a good reason for this – they are most often done poorly. Join the Wily Manager guys this week, as they talk about how to conduct a performance appraisal, so it’s not quite so painful.
Monday’s Tip: Ensure Ongoing Feedback. You want to make sure that Performance Appraisals aren’t the only feedback people are getting. If you’re offering ongoing and regular feedback, nothing on a Performance Appraisal will be too shocking.
Tuesday’s Tip: Be consistent. Make sure the things you’re assessing people on their Performance Reviews are those same things that are in their job descriptions, and other supporting documents. Competencies and skills required must be consistent.
Wednesday’s Tip: Focus on the future. Despite what the HR people might tell you, the ultimate purpose of performance appraisals should be to improve performance. As such, what happened in the past is only relevant in how it might impact future performance.
Thursday’s Tip: Have the employee assess themselves. Get the employee to fill out the same paperwork you as the manager will complete, so you have some common ground to discuss at your meeting.
Friday’s Tip: Encourage dialogue. As the manager, if you do all the talking at a Performance Appraisal meeting, you’re doing it wrong. You need to encourage discussion about how to strengthen performance of the individual and the organization.