conducting effective performance appraisals: be a coach, not a judge discussion session #14
TRANSCRIPT
Conducting Effective Performance Appraisals:
Be A Coach, Not A Judge
Discussion Session #14
As a coach….You will help your employees recognize and celebrate achievementsYou will identify problems that prevent them from meeting goalsTogether you will generate solutions to those problemsTogether you will set new goals that incorporate those solutionsYou will discuss ways to build on strengths
Steps in the Process of a Performance Appraisal
1. Prepare for the appraisal2. Meet with the employee3. Follow up with what happens
right after the appraisal4. Follow up later
1. Prepare for the Appraisal
Review the previous goals set by the employee and how they are doing toward meeting those goals.See if the employee is fulfilling their job description.Review the documentation in the employee file including any notes you may have written after the last evaluation.
1. Prepare for the Appraisal
Set SMART goals for the employee:S=SpecificM=MeasurableA=AttainableR=RealisticT=Timely
Give the employee plenty of advance warning about the meeting.Give the employee time to ask questions before the meeting is set.
2. Meet With the Employee
Put the employee at ease.Set the agenda for discussion.Ask the employee to evaluate their own performance on the job as well as yours as manager.Present your evaluation of the employee’s performance.
2. Meet With the Employee
Discuss their strengths and areas that provide opportunities for growth.Set goals for future performance.Agree on a follow-up action plan and a timetable for feedback.Conclude/summarize the meeting and both of you sign the appraisal form.
3. Follow-up Immediately Following the Appraisal
Write out a summary of what happened to place into the employee’s file. This is important because:It enables you to follow progress your employee is making in meeting goals.It documents performance problems and support appropriate disciplinary measures.
3. Follow-up Immediately Following the Appraisal
It prepares you for a court case should that arise.It prepares you for the next performance appraisal with that employee.
4. Conducting Follow-up After the Performance
AppraisalProvide immediate feedback as situations occur.Keep track of timetables and make sure you check on how the employee is doing.
Steps in the Process of a Performance Appraisal
1. Prepare for the appraisal2. Meet with the employee3. Follow up with what happens
right after the appraisal4. Follow up later
EvaluationUse:A. Strongly agreeB. AgreeC. DisagreeD. Strongly disagreeE. Don’t know
1. I found the presentation of material easy to understand.2. This Advantage session increased my knowledge on the
subject presented.3. I will be able to use some of the information from this
Advantage session in the future.4. The presenter was well prepared for this Advantage
session.5. This presentation should be repeated in future semesters.