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Do you make these three performance appraisal mistakes?

by , 11 June 2014
Many companies think they're 'on the ball' when it comes to performance appraisals.

But, the reality is they're doing themselves a disservice. They keep making serious performance appraisal mistakes. What's worse is they don't even know they're making them!

Is it possible that you're guilty of these mistakes as well?

Read on to discover the three performance appraisal mistakes you MUST avoid at all costs.

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Three performance appraisal pitfalls you MUST avoid

Performance appraisal mistake #1: You don't let employees develop their own goals for the next six months

Most of the time, performance appraisals are subjective to the opinions of the supervisor, says Brad Sugars, the founder of Action COACH, a leading global business coaching firm.

Sugars says if you give your employees an opportunity to set their own goals, they'll know exactly where they stand on their evaluation and they'll also take more ownership of their performance.

Performance appraisal mistake #2: You dictate when it comes to performance, instead of coach it

After the performance appraisal is complete and you've evaluated it at the end of the six month period, you must give feedback to your employee.

According to Sugars, this conversation is an excellent time for you to coach your employee and ask: What support do you need from me to meet your goals?

You mustn't dictate at this point or feel like you're delivering bad news. Encourage your employee to improve his performance.

There's one more mistake you must avoid.

*********** Reader's choice ***************

Do you have a paper-shuffler working for you?

You know that person…

  • Always busy but never meets deadlines…
  • Always making excuses for why he doesn't meet company targets…
  • He doesn't meet his KPI's…
  • And he's constantly making costly mistakes…

The next logical step is to get rid of him and get someone who can do the job. But watch out, that could cost you BIG at the CCMA!

So what can you LEGALLY do?


Performance appraisal mistake #3: You aren't truthful with employees about their performance

Most people can handle the truth, they just can't handle inaccurate perceptions, writes Eric Jackson on Forbes.com.

He says, 'if it's truthful, most people can take negative feedback because the feedback is in service of the mission at the company. But if the boss is way off-base in his or her perceptions of a report's performance, it's maddeningly frustrating for the employee.'

Experts behind the Practical Guide to Human Resources Management remind you once again to 'make sure your performance review is a platform where you discuss ways to improve performance, relationships, morale, creativity and innovation.'

To do this, make sure you avoid these mistakes when conducting your next set of performance appraisals.

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