Tuesday, October 25, 2011

    Unique Content Article: Guidelines When Giving A Performance Review

    Guidelines When Giving A Performance Review

    by Lindsay Barnes

    Truth be told, employees dread undergoing the annual performance review. They never know what you're going to say about them, if their efforts have been recognized at all, if they did something that doesn't exactly meet your approval, and what they can do in order to be better at their jobs. And that should be able to help you determine what you are going to say during the review. Employees want to hear the truth and some criticisms so they know in which area they still need to improve, but they also need to hear from you that they have done something right.

    Of course, it can be just as nerve-wracking for you to deliver evaluation reports of each employee. Have you indeed been paying close attention to how they are working and their progress? How do you provide criticism without sounding too harsh? Can you temper any compliments for them? How sure are you that your employees will really pay attention to what you have been telling them? That is why it's important for you to know what to say and how you will deliver your report.

    It's entirely up to you how you want the review to proceed. Others take the more traditional and straightforward approach. Some turn the review into an informal chitchat session in order to help the employees feel more comfortable and not as though they are being attacked. No matter which approach you choose, you should remember to go back to the points that you want to tackle.

    Remember that a performance review doesn't involve grilling your employees. You want them to know what they have done well in the past year too. You may tell them about any of their shortcomings that you have noticed, but make sure to provide solutions for these and to ask them as well how they can improve on these. The idea is to work towards your employees' improvement, not discourage them and make them feel bad about themselves.

    Make sure that you leave enough room for them to speak and explain their side. They will want to talk and ask questions, and this is not the time for you to shoot them down. Hear them out. You shouldn't be stubborn and assume that what they're saying is just something that could help them save face. Even if what they say didn't change your mind about their performance, it certainly is a good thing for them to air their side as well.

    <a href="">What is acumen</a> and how can it turn you into a better business owner and manager? Visit for resources that can help you advance your career and information on techniques such as the <a href="">paired comparison method</a>.

    You are receiving this because you signed up for it on 2011-05-01 from IP
    To fine-tune your selection of which articles to receive, just login here:

    using your username:

    To unsubscribe please use the following link:
    New Unique Article!

    Title: Guidelines When Giving A Performance Review
    Author: Lindsay Barnes
    Keywords: feedback,managing employees,performance reviews,employee evaluation,how to give feedback
    Word Count: 414
    Category: Management


    Powered by Blogger.