Recognition of good work performance provides a sense of confidence, self-worth, job satisfaction, commitment and motivation for continued improvement provides an opportunity to re-assess work goals and discussion of what needs improvement and why opportunity to provide reasons for potential underperformance and discuss areas for improvement ability to air any problems or issues opportunity to discuss future aspirations or career goals builds trust and rapport with the manager through open dialogue.
For the Appraiser:
opportunity to gain insight into individual roles and the team opportunity to align, individual team and organisational goals and objectives opportunity to hear potential grievances identification of training needs or development areas opportunity to clarify expectations improved working relationship
6 Steps to Effective Performance Conversations
6 Steps to Effective
• No Surprises
• Plan your feedback
• Performance happens
daily, reviews should too!
• 365 days of feedback
• Performance Reviews
should be conversations
Therefore, annual reviews
should summarize information
gathered and conversations
held throughout the year
Reviews have a purpose:
they collect useful information that
is put to work for the entire
organization (and that means for
employees, managers, the exec...)
• Share your goal/s for the year
• Meet with your team individually
• Set individual performance goals
• Use the SMART principle
• Write them down, copy for you,
copy for them
• Organise touch base meetings
• Prepare points to discuss
• Discuss expectations
• Take notes
• Give Feedback
• Ask each team member to jot down a list of things they are
proud of from the year
• Compile your notes on each team member and ask for
feedback from others
• Sales targets
• Service standards
• customer feedback
Questions to Consider:
1. Is this person meeting her/his goals?
2. Meeting your expectation?
3. If not why?
4. Can you change this?
• Provide self review 1 hour before meeting
• Initial emotional response in private
• 80/20 rule – you need to zip it!
• Let your employees talk
• Put them at ease
1. How are you doing?
2. How can things be improved?
3. How do you think the team is going?
4. How can I help you be more successful in your job?
Pick a side – Good or Bad!
Most people are solid workers
Concentrate on what they have done well!
For Poor Performers
1. Don’t sugar coat bad news
2. This is your chance to confront poor performance and demand
3. You are not doing anyone any favours by avoiding this!
1. What is the employee doing that is
2. What should they do more of?
3. What are they doing that is highly
Hot Button – Money & Rank!
Separate any talk of compensation from
If you must do it , do it at the beginning not the
• Most employees will score middle – 3
• Some might feel let down – Think of School
• A 3 in corporate world is – Meeting Expectation
• If they hit their targets, they are a 3! Its a goal!
Make it clear at the beginning
of the year how you will
evaluate your team
Give your team a copy of the
self review before your face to
Deliver a positive message to
your good performers –
concentrating on strengths and
Offer general feedback;
be specific on behaviours
that you want your team –
Talk about compensation
during the review; but if
you must, divulge the
salary info at the start of
Sugar-coat the review for
your poor performers; use
the face to face review to