Performance review appraisals

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performance review appraisals

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Performance review appraisals

  1. 1. Performance review appraisalsThink back to the last performance appraisal that your employees were subjected to.Was it a revealing experience that changed career trajectories, or was it simply anordeal to go through so that it could be done for another year? With a 360performance appraisal, it doesnt have to be just another task to get through. It can bea truly life-changing experience that helps an employee to thrive in areas that he orshe never thought possible before.Many employees actually think of self-appraisals as a waste of time that should beavoided. Others believe them to be something that is done to save the boss time fromhaving to create the appraisals. Without a 360 performance appraisal, simply writingdown what the employee thinks his best and worst skills are isnt that helpful; itbecomes a chore and nothing really more. The employee likely doesnt know how togo about really giving himself a real appraisal because he has never been trained to doso.Learning to Self EvaluateOne of the major lessons that an executive coach teaches employees is how to lookobjectively at his own performance. This is taught in the beginning by using a 360performance appraisal that consists of many other performance reviews. Thesereviews are written by other employees at various executive levels within thecompany. The initial self-review is compared to those and will likely show manyinconsistencies. These inconsistencies can be directly linked to the employees lack ofself-evaluation training.By talking to the coach, reviewing the complete 360 review, and discovering what thediscrepancies are, the executive can begin to see the bigger picture. He or she canlook beyond their personal opinions about his performance and start to see theirstrengths and weaknesses for what they really are. This skill will allow them toevaluate reviews critically in the future and to form new goals based on them. It alsoallows the employee to assess ther own shortcomings and come up with a plan forchange when needed.Creating Professional Goals through ReviewsThe assessments that come from the 360 performance appraisal process are usedthroughout the coaching process to give the executive a way of creating reasonableand progressive goals. The goals come from needed improvements in professionalskills and behavior. With solid, attainable goals in mind, the coached executive canforge ahead with an eye toward the needed improvements and how to make themhappen. The employee is then accountable to himself and to the coach for meetingthose goals and become an important part of his day-to-day work.Practicing New Behaviors
  2. 2. Continuing the work that is started during coaching is one of the most importantfactors to help employees to improve. After the reviews and assessments, newbehaviors that are needed become clear. These new behaviors are practiced regularlyand the coach assesses the improvements over time. After a few months, theemployee is expected to continue the behavior modifications and to keep pursuing theprescribed goals. Progress continues indefinitely, and the employee is equipped tocreate new goals when needed.Using executive coaching with 360 performance appraisals does more than helpingthe company to stay competitive with sharp, focused employees. It also helpsemployees to climb the corporate ladder and to become even higher-level leaderswithin the company. With employees who are committed to improving and growingwithin their company, you can count on more loyalty from those executives. You canalso count on an end to the belief that self-appraisals are a waste of time. They willinstead help lead your employees to make a real difference in the company and totheir own careers.http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms forperformance appraisal.

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