Have a discussion with your team or reflect on the questions.
Discussion Questions:
How can you make performance reviews more pleasant for everyone?
Why should you consider implementing ongoing discussions instead of a one-time performance event?
Why is documentation needed to prove consistent objectivity on your part?
Why should you adequately prepare for performance conversations?
What is the most valuable takeaway from the summary?
Take away:
If you handle the performance review process properly, it can make you and your staff happier, increase productivity and keep your most talented people from looking elsewhere.
“Every performance appraisal that fails to motivate – or worse, demoralizes – is a lost opportunity for both the employee and the employer.”
Sharon Armstrong Author – The Essential Performance Review Handbook
