Throughout the Performance Review year, how do employees communicate their results toward Performance Objectives to their managers? Each employee, with his/her manager, can enter results—as achieved— into the Performance Appraisal or Performance Agreement form. As appropriate, team Status Reports or Excel spreadsheets can be set up to match how results will appear in the Performance Appraisal form.
Many managers encourage employees to keep a book on themselves—that is, to keep their own electronic and printed copies of peer and customer commendations, their results toward objectives and examples of how they demonstrate the Core Values, training certificates, performance documentation, etc. As appropriate, managers can remind employees that the organization is a dynamic environment where re-assignments and promotions happen quickly. So employees need to position themselves to be ready to ‘sell’ themselves, with supporting details about accomplishments, when opportunities for promotion occur. Employees should also be ready to share with a new manager their contributions to their team if a previous manager didn’t pass on complete records to the new manager. Read more ›
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 ›
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 ›
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 ›
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:
- 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 ›