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STEPS TOWARDS GIVING A GOOD APPRAISAL INTERVIEW: Give specific feedback. Statements such as, “You’re doing a good job” and “You’d better shape up” are almost without value unless accompanied by specific feedback on what the employee is to continue doing or to stop doing. If you evaluate with the word “positive,” describe how the employee manifests that characteristic. If you say that the employee “shows initiative,” talk about specific occasions on which the employee did indeed take the initiative. If in your appraisal you must deal with other vague adjectives such as “cooperative,” talk about instances in which the employee has worked well with others. STEPS TOWARDS GIVING A GOOD APPRAISAL INTERVIEW: Outline aspects of performance where improvement is needed. Clarify areas in which you both agree there is a need for improvement. Jointly plan ways to make these improvements. Focus upon just two or three performance areas in which to concentrate during the next evaluation period. The result of this phase of the discussion should be a list of two or three areas of strengths and weaknesses in performance and commitments from the employee and the supervisor (you) to an improvement program. STEPS TOWARDS GIVING A GOOD APPRAISAL INTERVIEW: 1. Get commitment to change. Don’t conclude the session without the employee acknowledging the specific improvements you have agreed upon and committing to dates, review meetings, and follow-up times. 2. Do not rush: allow sufficient time. The review should be open-ended. Take as long as you believe is necessary to discuss past present and future performance issues and to get agreement on what is to happen. 3. Set a follow-up date. Set a follow-up date to evaluate progress in achieving the objectives. Don’t wait until the next appraisal discussion. Instead, set a specific date when you will meet again to evaluate progress on the object-wives. 4. End on an encouraging note. Show the employee that this is the beginning of a better future toward which you are both working. WebMaster Media Maker. - Create Streaming Audio and Video with Media players that do not require a streaming media server. Meditation Expert. - Info on meditation training, relaxation, peak performance and metaphysical phenomena. Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. Lawyers With 2 Hands And Everything Else By James NK Khoo I heard this back a few years ago. The boss yelled, "Get me a good lawyer but not the one with two hands!""Huh?" secretary was puzzled.Boss continued "...I mean don't give me a lawyer that says 'on one hand, we should do....and this. On the other hand..we do..'".It is not difficult to fathom what's good professional service (and bad service of course). Just switch roles.When we as clients, walk out of the lawyers office why should we be feeling indecisive thinking "should I do this, or this, o… 2. Sarbanes-Oxley and Section 404: Old Dog, New Teeth By Gerald Czarnecki The failures we have seen in the quality and integrity of financial reporting in corporate America are clear evidence that something was awry. It is the responsibility of corporate boards, managements, public accounting firms and regulatory agencies to put confidence back into the financial statements issued by our society’s most significant entities. Although some would argue that Sarbanes Oxley went too far, it is also now evident that government action and the use of enforcement muscle was … 3. Dissenion Down On The Cubicle Farm By John Alquist How content and satisfied are American employees? Not very!According to Corinne Maier, a psychotherapist and author of “Bonjour Laziness,” corporate cubicle inhabitants are anything but tranquil and joyous. These natives are truly restless.This French writer quotes a Gallup study of employed American professionals showing that:1. Some 17% claim to be "actively disengaged" in their jobs, close possibly to acts of sabatoge, some rather subtle.2. And 54% claim to be "not engaged" in th… 4. Delegating Responsibility By Andrew E. Schwartz Too many managers waste both time and energy performing tasks an employee could perform just as well, thereby lowering productivity while raising operating costs. The answer to the problem is easy—delegation. However, many managers still limit their own effectiveness, create imbalances in the organization, waste their department’s time and energies, and fail to develop their subordinates by either ignoring or mismanaging the techniques of delegation.Why? Delegating responsibility insures that … |
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