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Successful managers use these two secrets to conduct performance appraisals

by , 13 June 2014
When it comes to performance reviews, you get what you put in. If you don't arm yourself with the necessary information, the performance evaluation will fall flat.

But, if you put in some work, you'll conduct a positive and valuable employee performance evaluation.

But where do you start?

Use the two secrets successful managers use when conducting performance reviews.

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Two secrets for an effective performance review

Secret #1: Start by discussing any problems you've observed with the employee's performance, says a Business Management Daily report.

Address each problem individually and don't bring up a new problem until you've thoroughly discussed the current one.

The report recommends you use the following framework to discuss each problem:
 

  • Describe the performance problem.

  • Reinforce performance standards.

  • Develop a plan for improvement.

  • Offer your help.

  • Alternate negative and positive comments.

  • Emphasise potential.

 

Secret #2: Use clear, nonjudgmental language that focuses on results and behaviour
 

To demonstrate this point, checkout the statement and observe the positive and negative aspects:
 

  • 'Your work has been sloppy lately.' (Negative: Too vague.)

  • 'Your last three reports contained an unacceptable number of statistical errors.' (Positive: cites specifics)

 

  • 'You're obviously not a mathematician.' (Negative: Focuses on the person, not on performance.)

  • 'I know you're capable of producing more accurate work.' (Positive: Reaffirms confidence in employee's abilities.)

 

  • 'Don't let it happen again.' (Negative: Blanket demands.)

  • 'How can we prevent errors from creeping into reports?' (Positive: Asks for feedback on improving performance.)


In addition to these secrets, remember our expert's golden rule of performance appraisals: Base the performance review solely on the key performance areas as stipulated in the job description or performance contract.

There you have it. These secrets will go a long way in ensuring your performance appraisals are a success.
 

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