Monthly Archives: January 2014

How can a manager avoid sending ‘mixed messages’ in Performance Appraisals?

In addition to having a clear understanding of each rating level so that the rating matches the employee’s results, it is also important to word supporting comments carefully so that your words match the rating. Employees commonly complain that they get mixed messages. For example, the numerical rating is ‘Performing,’ but the manager’s comments suggest ‘Leading.’ 

To help ensure that words match ratings, review the following descriptions of the Leading, Performing, and Developing rating categories. Then review the examples of words to use for each of those ratings. Read more ›

Share


What is your Human Resources/Legal Department’s definition of a quality Performance Appraisal?

Does your team’s Performance Appraisal process meet the following expectations?

  • A quality Performance Appraisal for the Employee.
  • Specific proof of ratings with special focus on Leading (does the Performance Appraisal support a promotion?) and Developing (does the Performance Appraisal support re-assignment or separation?)
  • Consistency:  There are no great leaps in ratings from one performance period to the next without solid proof. Read more ›
Share


What is an employee’s definition of a quality Performance Appraisal?

Does your team’s Performance Appraisal process meet the following expectations?

  • A sense of direction and control:  Clearly stated objectives, appropriate training, and control over the delivery of expected results.
  • An understanding of and involvement in the process:  The opportunity to provide input into the Performance Agreement, Appraisal and Development Plan.
  • Answers to the questions:  How am I doing? How can I improve/be even more effective? Read more ›
Share