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Delivering Effective Performance Appraisals

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Sherrie Suski talks about Delivering Effective Performance Appraisals.

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Delivering Effective Performance Appraisals

  1. 1. Delivering an Effective Performance Appraisal
  2. 2. Provide Examples  When writing the Performance Appraisal, try to stay away from generic phrases such as:  Does a good job  Always tries his/her best  DO provide specific examples such as:  Completed the XYZ project 20% faster than expected  Saved the company over 12% by contracting with the new vendor
  3. 3. Be Thoughtful  Spend the necessary time to think about and prepare the appraisal  It is common to think about performance over the last 3 months, but spend the time to go back through the year and reference accomplishments from the beginning of the period  Think about what makes this employee stand out  What special talents or knowledge does this employee have
  4. 4. Rating  Not everyone is a star  Although many managers have difficulty giving less than glowing reviews, it is important that you rate your subordinates honestly  Giving everyone a 5 is the same as giving everyone a 3. It devalues the meaning of outstanding.  Realize and help your subordinates realize that a 3 is satisfactory performance  Be ready to explain how they need to improve to move to a 4 or 5 rating
  5. 5. Poor Ratings  Be honest when delivering ratings that are poor  DO have examples ready and be willing to discuss  DON’T back down from your statements or try to sugar coat them  DON’T offer to change the review  DO have an action plan ready to discuss to help the employee to improve
  6. 6. Provide a Copy  It is best to provide each subordinate with a copy of the Performance appraisal prior to the face to face meeting  This gives them a chance to:  process the information  formulate any questions they may have  Absorb the information and think about it before they react, especially if there is some negative feedback that needs to be delivered
  7. 7. Meeting with the Employee  DO provide a summary- whether at the beginning or at the end  DO review each point and ask if there are any questions  DO encourage an open dialogue  DO schedule uninterrupted time where you are not multi-tasking and taking phone calls  DO talk about growth opportunities and goals they may have for themselves
  8. 8. Conclusion  Done correctly, the performance appraisal can open the door to better communication year round between you and your team!

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