Performance appraisal sample phrasesIf you effectively manage employee performance, you should be doing more thanissuing a performance appraisal or conducting the requisite performance discussions.You should be creating an environment that encourages employees to willingly andcontinuously give you their best performance on an ongoing basis. But how do youcreate this kind of environment?Here are 15 practices to start with:1. Provide information about your organizations practices and procedures. Ensurethat employees understand the "written" and "unwritten" rules.2. Provide information about your organizations programs and processes foradvancement, learning, and development. Make sure employees have a clear andrealistic understanding about what it takes to succeed and excel in your organization.3. Share your organizations mission, vision, and/or values statements. Tell employeeshow they help your organization succeed in these areas.4. Share your organizations strategic goals and group goals. Link employee goals tothe achievement of strategic and group goals.5. Provide clear performance expectations. Let employees know WHAT you expect,HOW you expect it, and WHY you expect it.6. Provide timely and appropriate training on new jobs and tasks. Ensure thatemployees receive the requisite instructions and materials to do a new job.7. Provide timely and appropriate information about daily tasks, general assignments,or major projects. Ensure that employees receive the requisite instructions andmaterials to do their current job well.8. Provide timely and specific feedback about unsatisfactory performance. Tellemployees what went wrong and what they need to do to make it right.9. Take timely and appropriate steps to help employees improve unsatisfactoryperformance. Provide training or institute other performance-improvement strategies.10. Reinforce positive performance. Give timely and specific feedback whenemployees meet or exceed expectations.11. Give employees opportunities to enhance their knowledge, learn new jobs, andexpand their abilities. Encourage participation in formal classroom training or othertypes of developmental activities.
12. Eliminate workflow factors that have a negative impact on positive performance.Consider things like how work is received, how work is distributed, how work isreviewed, and how work is approved.13. Eliminate materiel factors that have a negative impact on positive performance.Consider things like functioning of equipment, availability of equipment, amount ofwork, and type of resources.14. Eliminate coworker-related factors that have a negative impact on positiveperformance. Take timely steps to address inappropriate comments, behaviors, oractions.15. Give employees "ongoing" feedback about performance. Let employees knowhow their behaviors impact the achievement of goals, the workloads of other people,and their personal workloads.Performance Management Is A Continuous ProcessThink about it. You will not likely get "continuous" positive performance by givingemployees "one" performance appraisal and having "one" performance discussion.Instead, you have to do multiple things to ensure that employees willingly andcontinuously give you their best performance. These things involve giving employeeswhat allows them to do a good job, and eliminating what prevents them from doing agood job. Thats what performance management is all about.http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms forperformance appraisal.