Use encouraging, fair—and honest—appraisals when coaching newly promoted employees

by on
in Best-Practices Leadership,Leaders & Managers,Management Training,Performance Reviews

Not every employee who earns a promotion will be successful at the new job. That’s especially true if the new gig is a management position and the employee hasn’t held such a job before. 

While you certainly want to do everything possible to allow the employee to thrive in the new assignment, you’ve also got to be practical. When you conduct those initial performance reviews, it’s a good idea to consider the possibility that the employee will ultimately fail.

Here’s how to encourage success, but plan for potential failure:

Provide positive feedback when it’s earned, and encouragement when needed. That doesn’t mean, however, that you should sugarcoat the evaluation or reflexively hand out excellent reviews. That can backfire if the employee later has to be demoted back to her former position. A review that’s all “outstanding” across the board is useless—it neither encourages growth nor protects the employer in case of a...(register to read more)

To read the rest of this article you must first register with your email address.

Email Address:

Leave a Comment