Performance Evaluation: How To Create Change

STEPS TOWARDS GIVING A GOOD APPRAISAL INTERVIEW: Give specific feedback. Statements such as, "You're doing a good job" and "You'd better shape up" are almost without value unless accompanied by specific feedback on what the employee is to continue doing or to stop doing. If you evaluate with the word "positive," describe how the employee manifests that characteristic. If you say that the employee "shows initiative," talk about specific occasions on which the employee did indeed take the initiative. If in your appraisal you must deal with other vague adjectives such as "cooperative," talk about instances in which the employee has worked well with others.

STEPS TOWARDS GIVING A GOOD APPRAISAL INTERVIEW: Outline aspects of performance where improvement is needed. Clarify areas in which you both agree there is a need for improvement. Jointly plan ways to make these improvements. Focus upon just two or three performance areas in which to concentrate during the next evaluation period. The result of this phase of the discussion should be a list of two or three areas of strengths and weaknesses in performance and commitments from the employee and the supervisor (you) to an improvement program.

STEPS TOWARDS GIVING A GOOD APPRAISAL INTERVIEW: 1. Get commitment to change. Don't conclude the session without the employee acknowledging the specific improvements you have agreed upon and committing to dates, review meetings, and follow-up times. 2. Do not rush: allow sufficient time. The review should be open-ended. Take as long as you believe is necessary to discuss past present and future performance issues and to get agreement on what is to happen. 3. Set a follow-up date. Set a follow-up date to evaluate progress in achieving the objectives. Don't wait until the next appraisal discussion. Instead, set a specific date when you will meet again to evaluate progress on the object-wives. 4. End on an encouraging note. Show the employee that this is the beginning of a better future toward which you are both working.

Copyright AE Schwartz & Associates All rights reserved. For additional presentation materials and resources: ReadySetPresent and for a Free listing as a Trainer, Consultant, Speaker, Vendor/Organization: TrainingConsortium

CEO, A.E. Schwartz & Associates, Boston, MA., a comprehensive organization which offers over 40 skills based management training programs. Mr. Schwartz conducts over 150 programs annually for clients in industry, research, technology, government, Fortune 100/500 companies, and nonprofit organizations worldwide. He is often found at conferences as a key note presenter and/or facilitator. His style is fast-paced, participatory, practical, and humorous. He has authored over 65 books and products, and taught/lectured at over a dozen colleges and universities throughout the United States.

A Rare Leadership Skill: Dealing With People Who Want Out By Offering Crowns For Convoy

As a leader, you'll inevitably be faced with people wanting... Read More

How to Approach Group Decision Making

GROUP DECISION MAKING -- IDENTIFY THE PROBLEM: Tell specifically what... Read More

How To Decrease Downtime and Increase Productivity

All maintenance activities of the workforce must be documented, this... Read More

The Leadership Imperative: Making Your Leadership Your Life

Nearly all leaders I've encountered are underachievers. They're getting a... Read More

Leadership Skills

Recent studies have shown that industrial supervisors are working at... Read More

Using Outlook to Count Responses

Here's a productivity tip that will save you a lot... Read More

Selecting A Collection Agency

If you run a business, you are sure to have... Read More

Understanding Every Aspect of Your Organization

GET TO KNOW YOUR ORGANIZATION: If you don't understand an... Read More

Check Your Communication Skills

Use this check list to assess your communication skills.Focus* Do... Read More

Poor Employee Performance: How to Deal

KEEP WRITTEN RECORDS: "Document !Document! Document!" Keep a record of... Read More

Get Over Yourself

Let me tell you a secret.Things don't always go the... Read More

Performance Evaluation: How To Create Change

STEPS TOWARDS GIVING A GOOD APPRAISAL INTERVIEW: Give specific feedback.... Read More

The High, High Price of Distrust

A paper manufacturer with over 300 employees once announced that... Read More

Behavioral Extensions and Its Implications at Workplaces

The study of Behavioral extension involves investigating the source of... Read More

Effective Email Communication

Email, when used properly, can generate additional direct sales and... Read More

The Ten Keys to Maximizing Employee Performance

1. Let people know what you expect. If people know... Read More

The Myth of the Management Team

Every business has problems. That is why the average life... Read More

Beyond Management Coaching: When Things Are Getting Out of Control

Leaders and Managers often ask us, 'What do you do... Read More

You Cant Afford the Luxury of Disengaged Employees

In today's business environment with increases in staff reductions and... Read More

Creativity and Innovation Management: The Value Of Due Diligence

Creativity can be defined as problem identification and idea generation... Read More

6 Steps to Effective Communication

Effective leaders are known for being excellent communicators. Here's what... Read More

Can Your Corporate Policy Pass the Monkeys, Bananas, and Water-spray Experiment?

Five monkeys were placed in a cage. A banana was... Read More

Make a Difference - Sweat the Small Stuff First

My background is in retail management - yes, running stores,... Read More

Driving of work trucks

Each time you or one of your work crews cruises... Read More

How To Hire Superstars

Can a person's behavior and values really determine if they... Read More