Beruflich Dokumente
Kultur Dokumente
In this file, you can ref useful information about sample performance appraisal phrases such as
sample performance appraisal phrases methods, sample performance appraisal phrases tips,
sample performance appraisal phrases forms, sample performance appraisal phrases phrases If
you need more assistant for sample performance appraisal phrases, please leave your comment at
the end of file.
Other useful material for you:
performanceappraisal123.com/1125-free-performance-review-phrases
performanceappraisal123.com/free-28-performance-appraisal-forms
performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
Probably not. The real reason youre probably writing that review is so you can decide on
compensation increases for your staff. There may be a great performance management process in
place at your company, but chances are the underlying reason why youre writing a performance
review is to manage the compensation process, not the performance process.
Now that you understand why youre reviewing your employee, lets work on changing the
perception of the performance review process.
2. Disconnect Compensation and the Employee Review
If you know the real reason why youre writing a review for an employee, she knows the real
reason as well. The trick for you and the reason youre paid to manage your employees is to
shift the thinking about what an employee evaluation is from compensation to a performance
management process. How do we disconnect the two?
We change the annual performance review to a quarterly checkup.
I know this is easier said than done, but youre not here reading this tutorial because you want to
just breeze through your performance reviews just to get them done (but if you are here for that
reason, let us help you heres a link to a bunch of sample performance review phrases you can
use to speed up the process).
You can reset expectations for the review process by explaining at the start of the process that
you are going to do quarterly performance checkups with the employee and that this is just the
current quarters review process. Explain that you will be also doing a compensation review for
the employee which will go to HR, but that the performance management process is separate and
the purpose is to help the employee improve and excel at their job and career.
Disconnecting the performance evaluation from the compensation evaluation will reduce the
stress of the process for both employee and manager. Now that youre set the ground rules for the
evaluation process, lets work on including the employee in the process.
3. Engage With Your Employee for a Collaborative Employee Performance Review
No, were not just throwing out some fancy management doublespeak here we are serious
about this one. In order to have an excellent performance review with your employee not an ok
or mediocre one you must engage with your employee and work on the review together. Ive
known a number of managers who take one of two tracks: write all of the performance reviews
and deliver each one to the appropriate employee or have the employee write the performance
review and use that one. Both are common tactics for delivering a performance review, but
unfortunately, both are incorrect. The best way to actually engage an employee in the process and
to have him buy in to the process is to work on the review together.
This doesnt mean sitting down together to write the review, but each putting your thoughts
together for the review, then meeting to discuss those thoughts and refine what the review should
say together. This will help ensure there are no surprises in the process and that each employee
feels respected even if you think she is a poor performer. As you prepare the performance
review, you can also work on the employees goals for the next year. Were going to focus on an
employees strengths in this process.
4. Focus on Excelling with Strengths, Continuous Improvement for Weaknesses
What was your least favorite subject in school? Are you good with numbers but not very
creative? Excelled in English and grammar, but struggled in science? If you struggled in a
subject in high school, did you find you excelled at it in college? Not likely. Most of us are
strong in one area while weak in another.
Now think about your job. Impress others with your sales ability but weak in day to day
management? Genius with the numbers but problem solving is not your strength? The same
principle with your strengths and weaknesses in subjects in high school and college applies today
you have areas you are very strong in and areas you are very weak in. Chances are, those areas
have improved somewhat since in the early years of your career, but the chances you flipped
your weakness into a strength are pretty slim.
So why do many of us focus 80% of our time on an employees weaknesses when the proper
focus should be 80% on their strengths?
We still need to focus on helping an employee identify and work on their weaknesses. We want
them to be functional in those areas, but if I have an employee who is incredibly creative but
lacks people management skills, Im going to harness that creativity and not spend all my time
trying to make him into a manager.
When youre working on the reviews for your employees this year, think about how you can help
an employee invest 80% of their time improving their strengths.
==================
1. Essay Method
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an