| |
| |
|
Management Information |
|
|
|
Performance Appraisals: Nightmares or Sweet Dreams
Some managers think of performance appraisal meetings and recollections of torn Achilles' heels or root canals immediately surface. They're sort of "been there, don't want to go again" situations. The more it can be put off, the better. Study after study shows that both managers and employees are very dissatisfied with performance appraisals and often view them as a necessary evil to get over with quickly. Here are seven strategies to turn performance management from a nightmare into a sweet, or at least tolerable, dream. 1. Prepare for the appraisal meeting. Give yourself adequate time to review an employee´s file, complete an evaluation of their performance and outline topics for the session. It´s also a good idea to note some talking points and do a mental walk-through of the meeting. The employee also needs to prepare in advance. Ask the person to assess his or her performance. Suggest that she also jot down concerns, questions and opinions regarding her work and suggestions for improving it. 2. Explain the reason for the meeting. When you begin the appraisal session, state the purpose of the meeting in straightforward terms. No matter how often employees have been through appraisals, they may not understand how their work is being judged, why it is being evaluated or what the performance appraisal is for. Reassure the employee that your role as manager is to help them succeed in their job and identify areas of strength and areas that need improvement. 3. Remain positive. Avoid using judgmental phrases and words like "poor performance" or "weakness." You are there, however, to suggest ways that an employee can improve their work and discuss causes of below-average performance. Express your concerns in concrete terms and use detailed examples. 4. Ask questions. Your discussion should be guided by open and closed questioning techniques. Closed questions, which tend to elicit a "yes" or "no" response, require specific answers. Open questions encourage a general discussion and usually begin with "could," "would," "how," "what" or "why." Use open questions at the beginning of the appraisal to stimulate discussion and closed questions at the end to summarize. 5. Foster productive and open communication. In general, when you reflect the employee´s thoughts, they feel understood and acknowledged. But be prepared for negative reactions. When you talk with an employee about poor performance or inappropriate behavior, they may deny, blame, fall silent, respond abusively or display an emotional outburst, such as crying. If the appraisal session deteriorates, terminate it and reschedule the meeting. 6. Suggest improvements. During the appraisal, discuss any areas in need of improvement and offer specific, realistic and concrete suggestions and solutions. Be prepared to sell your improvement suggestions to the employee - they may not be receptive to your ideas. Together you and the employee should develop a plan to correct any problems. 7. Close the interview. Summarize the major points and be sure to end on a positive, encouraging and upbeat note - even when the employee is very troubled or deficient. If you can´t provide the employee with immediate feedback, follow up as soon as you can and finalize the appraisal in a timely fashion. Work SMARTER, not harder. Make sure your performance appraisal meetings get RESULTS. Marcia Zidle, the 'people smarts' coach, works with business leaders to quickly solve their people management headaches so they can concentrate on their #1 job to grow and increase profits. She offers free help through Leadership Briefing, a weekly e-newsletter with practical tips on leadership style, employee motivation, recruitment and retention and relationship management. Subscribe by going to http://leadershiphooks.com/ and get the bonus report "61 Leadership Time Savers and Life Savers". Marcia is the author of the What Really Works Handbooks resources for managers on the front line and the Power-by-the-Hour programs fast, convenient, real life, affordable courses for leadership and staff development. She is available for media interviews, conference presentations and panel discussions on the hottest issues affecting the workplace today. Contact Marcia at 800-971-7619.
MORE RESOURCES:
Google News |
|
|
|
RELATED ARTICLES
Managing After Downsizing So, you survived the downsizing. Your company did something that will probably show minimal, if any, return -- and will make your job as a manager a living hell. This Old Business Not long ago I was asked to come out and take a look at a business that had been around for about 10 years.. Increasing Employee Retention Through Employee Engagement You've seen it happen many times. An organization that provides top wages and benefits loses a great employee to a competitor for no apparent reason. To Outsource or Not to Outsource In these days of restricted head count and tight budgets, the question of whether to outsource or hire in-house staff is more critical than ever. The technical publications function, however vital, is undergoing more scrutiny and also facing greater challenges than ever before. Make the Most of Your Time - Focus on Strengths Once working and focused in tune with what they do best, your people are freed up to deliver their very best performances. They encourage others to work to their strengths too. Creativity and Innovation Management :- Thought Leadership Leadership is only sustainable when leaders consistently come up with good ideas - when they are dependable thought leaders. It follows then that leaders would be more effective if they knew how to manage creativity and innovation. Interviewing Applicants Can Be Hazardous to Your Wealth 1st Fact: Interviewing applicants is the most common way companies decide whom to hire.2nd Fact: Research proves most interviewers do lousy at predicting if an applicant will succeed - or flop - if hired. How Your Business Can Pick A Software Developer Eventually, your business is going to need to have some software development. Your business is unique - you can't rely on a huge, faceless corporation to handle your unique needs with a shrinkwrapped, mass produced, production-line solution. Increasing the Return on Your Training Investment Insightful leaders and organizations recognize that training is a valuable tool for personal and professional development and therefore set some sort of an annual training budget.Most everyone I've ever talked to has been to both excellent training (hopefully ours!) and training that was, well, not so good. Power of Pinpointing Accountability I have always said that if I were to write a book on effective management principles, the first chapter in that book would be about the importance of pinpointing responsibility among an owner's or a general manager's reporting units. After all, one of the most popular definitions of management is getting work done through others. Diversity Training: The Worst Possible Reasons to Request Executive Funding You're on your organization's diversity committee. You have the best of intentions. Strategic Clarity for Communication Management Over the past few weeks I've been developing plans for a communication project, a media relations campaign.That's prompted me to reflect again on the communication management process by which we transform communication ideas into operational activities. Focus and Shoot One of my earliest childhood memories is watching Lew Alcindor (Kareem Abdul-Jabbar) win his third Most Outstanding Player award while leading UCLA to its third straight NCAA title in 1969. Of course, March Madness? is now ingrained in our sports psyche. How To Get What You Really Want As a small business owner, entrepreneur or independent professional, it's important to make plans. It's also important to have the time to let things happen. Paretos Law- Your Formula For Success A 'dirt-world' retail business I used to manage had a large turnover, a very high profit, and less than 100 lines. Early in 2001, I was contracted to manage another business. Managing Dickheads "We are so different and individualistic that we can't work together." Subroto Bag chi, a senior executive in wipro technologies and Indian Technology MNC, said to his chairman in a straight talk. Work Priorities: Where Can You Spend Your Time Most Effectively? Understanding where you can spend time most effectively requires concentration in three areas:1. Doing what you enjoy 2. Organizing The Information Putting a piece of paper in a file folder is easy; finding it again is the hard part. There are ways to make your files easier to use and your papers easier to find. Are You Managing to Lead? For many people, the terms "manager" and "leader" are synonymous. In the business world, they are often used interchangeably, i. Miracle Max On Market Breakthroughs Successful enterprise building requires seven elements. These are:1.
|
| home | site map |
| © 2006 |
