Performance Appraisal: Performance appraisal full project report for sale: contact (+91)9943168178 Cost: $90 A three Step

1. As ever revents step process for giving performance feedback Performance Appraisal Preparation: Get the feedback ready in performance appraisal (and people management in general) preparation p pig poor performance ! Here s how to prepare the performance feedback

1. Pull together copies of the performance objectives or standards agreed at the last meeting 2. Open your performance file or wherever it is that you have collected samples o f your employee s actual performance (these would be outcomes from monitoring your employee s performance read more on monitoring here) 3. Look for gaps if you do not have examples or samples of performance for an ob jective you need to find some! 4. For each performance objective or standard, compare actual performance so tha t you can: Identify achievements and successes Identify any areas for improvement 5. Think about any barriers to performance the employee might have encountered 6. Consider any special projects undertaken / work ectives or standards above and beyond the agreed obj

Step 2. Performance Appraisal: Before we give the performance feedback let s liste n You may have heard the saying it s better to give than to receive ? Well in performan ce appraisal meetings that s often not true. Most employees, given the opportunity , are willing and able to review their own performance with your help. Of course you may need to help them prepare to review their performance (read how to do h elp your employee prepare here). My advice would be to always ask the employee f or their opinion first before offering your feedback Here s how that might work Step 3. Performance Appraisal: Giving (and sharing) the performance feedback 1. Take each performance objective or standard and ask your employee to evaluate their actual performance against the objective or standard If you agree with the employee s evaluation: a) Simply state your agreement ( Yes, I agree you ve fully met that objective ) And then b) Give examples to support your agreement. This is where you are giving your fe edback using clear, evidenced based language using facts and figures when you ca n ( In the last client meeting I saw you The figures here show The client told me ort you wrote demonstrates that c) Remember to congratulate the employee on meeting the objective ( Well done ailed that one Great achievement ) You ve n

If you disagree with the employee s evaluation: a) Ask them to give you evidence of having me the objective samples and examples , facts and figures ( I m interested you think that you ve met that objective as that s not how I see it. Can you give some examples? ) If they can give you sufficient evidence or examples of meeting the objective yo u simply then need to re evaluate your opinion and then state your agreement If they cannot give you examples they will (usually) see that they have not met the objective. If they don t see this then b) Give examples to support your disagreement again giving your feedback using c lear, evidenced based language and using facts and figures when you can ( In the l ast client meeting I didn t see you The figures here show The client told me ou wrote demonstrates that you haven t 2. For each performance objective or standard agree whether these have been met or not met based on the evidence ( So, based on the examples / figures we ve e looke d at can we agree that you have not met this objective? )

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