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Check Job description for accuracy. Ensure expectations are mutually
understood. Keep notes and other documentation. Review progress frequently.
Provide ongoing feedback. Observe performance. Be prepared for performance review
discussion.
Realistic
Measurable
Observable
Challenging
Prioritized
Be objective.
Include all employees.
Provide complete and accurate information.
Document regularly.
Goal setting
Designing action plans
Identifying strengths and weaknesses
Tackle contentious issues. Formalize forward planning. Encourage self-appraisal. Give positive feedback. Work collaboratively to set goals. Encourage professional development.
Formal step in an ongoing dialogue between employee and supervisor
Not a disciplinary or wage review meeting
Provides an opportunity to air concerns talk about careers discuss learning opportunities set goals be inspired
Review previous performance agreements check the current job description for
accuracy. Review notes about past performance,
highlighting positive areas of individual achievement.
Give plenty of notice. Invite them to the interview yourself. Meet in a neutral environment.
Allow ample time; show your team member that you take this meeting seriously.
Close the door to ensure privacy. Don’t take phone calls or allow
interruptions.
Use positive body language. Start with a positive contribution. No surprises or bombshells!
Be sincere. Be specific. Make it personal. Be open to detail.
Central tendency Leniency Strict Halo effect Horn effect
Recency Similar to me Comparison/contrast First impressions Length of service
Avoid wage and salary reviews. Address one specific issue or activity at a
time. State your observations clearly and
calmly. Avoid sounding accusatory.
Try to see their perspective. Resist the urge to speak yourself. Reflect before responding. Show interest and encouragement. Summarize the discussion.
Empathy - the ability to put yourself in someone else’s shoes to understand the situation.
Sympathy - sharing the situation, embracing any problems and making them your own.
See weaknesses as opportunities to learn Set goals and agree on desired outcomes. Visualize success with specific,
measurable goals. Collaborate. Include a realistic schedule and budget.
Build consensus between both parties. Reinforce your commitment to their
continued success. Sign documents – no further changes
should be made without the consent of both parties.
Signature of employee does not imply agreement.