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Conducting a Constructive Performance Appraisal

 

As a supervisor or manager, you will probably be responsible for evaluating the performance of your employees. Most companies conduct annual Performance Appraisals and many companies also offer a probationary review, to ensure the new employee understands what he/she is doing well, or may need to focus upon to improve.

 

Also, a performance evaluation may be accompanied by a merit increase, so it is important that the review is accurate and objective. Equally important is how you conduct the performance appraisal meeting. The review is designed to increase the employee’s effectiveness and efficiency, and also to recognize his/her accomplishments and contributions to the company.

 

The following tips will help to make the review process a win-win situation for both parties.

 

  • Focus on the areas of positive performance by first describing what the employee is doing right. It’s important to point out employee successes as a thank you for hard work and dedication. Introducing the report with the positives keeps the employee from putting their guard up and persuades them to keep reading.

 

  • Provide performance feedback that increases employee engagement, by asking questions about the areas in which you believe the employee should improve, and soliciting the employee's input on how he/she could enhance their performance.
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  • Use coaching techniques to deliver negative feedback in a helpful manner, by providing constructive feedback. Don't be critical; use specific examples of behaviors that need to change or could improve and give examples of how the behavior should change.

 

  • Develop a rapport with the employee to allow them to provide you with their opinions about the company, their job, and their performance.

 

  • Encourage the employee to manage their own performance by developing goals & objectives with timelines to improve.

 

  • Help the employee to prepare in advance for their annual review by suggesting that they come to the discussion with a list of their strengths and weaknesses.

 

  • Enable the employee to leave the discussion with a plan that will help him/her grow and improve.

 

A professional performance review process helps define the responsibilities of the job and is important to retaining good employees and keeping them happy.

 

 


Written by Casino Careers Staff

 

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