Monthly Archives: November 2013

Writing Performance Appraisals is an Ongoing Process

Writing Performance Appraisals is an ongoing process completed throughout the entire review period, rather than just a year-end event. What should happen during that process? At the beginning of the year or whenever a new employee joins the team, the manager and employee discuss and agree upon the employee’s individual performance objectives and create a formal Performance Agreement. Interim discussions provide reinforcement, coaching, and feedback to help the employee reach objectives. The manager and employee document ongoing performance and update the Performance Agreement as needed to identify changes in responsibility and objectives.

Managers use monthly meetings and the mid-year performance evaluation to assess the employee’s performance and provide an opportunity to re-focus on objectives. For the year-end Performance Appraisal, the manager and employee identify results toward objectives and other accomplishments. The year-end Appraisal recognizes accomplishments and lays out a Development Plan for the upcoming year. Read more ›


Quality Performance Appraisals Contribute to Your Organization’s Success

How does an effective Performance Appraisal/Review Process contribute to an organization’s success?  A high-performing organization is created when:

  • Employees’ individual performance objectives are clear and aligned with the organization’s Vision and goals.
  • Employees receive recognition for their contributions to the organization’s success.
  • Employees’ ongoing professional development is encouraged and supported.

Performance Appraisals are an important tool to help the organization and its employees reach their goals. Effective Performance Appraisals provide a systematic way to evaluate and document employees’ performance, recognize accomplishments, identify developmental areas, and appraise employees’ potential for more responsibility.

How does an effective Performance Appraisal Process contribute to a team’s success?  Read more ›


5 More Tips for Managing a Remote Team’s Performance

Adapted from our newly updated Writing Effective Performance Appraisals course, here are five more tips for managing performance of a remote team. Enjoy!

  • For improvement areas, develop, implement, and document results toward a plan of action to improve performance. Include timeframes by which improved performance must be achieved. Describe impacts of behavior on the individual’s, the team’s, the organization’s, and the customer’s success as well as consequences of failing to meet those deadlines.
  • Meet regularly with the team in person or virtually to review priorities, highlight individual’s accomplishments, and discuss strategies to overcome obstacles to the team’s success. Read more ›

5 Tips for Managing a Remote Team’s Performance

For many organizations, the end of the year is also the end of the Performance Review period. The Writing Center’s November and December blogs feature tips adapted from our newly updated Writing Effective Performance Appraisals course.  Here are the first 5 of 10 tips for managing a remote team’s performance:

  1. Just as you would with a co-located team, set and communicate clear team goals as well as individual performance objectives including well-defined deliverables or other results, standards, measures, and timeframes. Track results toward those goals and objectives. Read more ›