For most managers, conducting effective performance reviews is the most daunting part of their job. Don’t look on it with dread! Make your performance appraisals work for you, not against you with these tools: performance review examples, tips on writing employee reviews, sample performance reviews and employee evaluation forms.
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If you have employees with chronic attendance problems, you can’t rely on company policy to make things easier. Even if you follow the rules and mete out punishment fairly, it’ll still drain your energy and divert you from more important matters.
Q. What’s the best way to handle criticism in performance reviews?
You think you’re doing a bang-up job. But does your boss agree?
When you claw your way ahead, you’ve got to act like you’re above it
all. You can’t let on that you care what your co-workers say about you
or do to you. Radiate a low-key intensity so that people underestimate
you rather than root for you to fall on your face.
In job interviews, you can look candidates in the eye and weigh whether
they’d fit at your firm. But that’s hardly a foolproof way to measure
The best managers actually like performance reviews. They look forward
to giving feedback and helping employees devise ways to learn and grow
on the job.
One of the most important but vastly overlooked aspects of good management is telling employees how they’re doing. Many workers operate in the dark, wondering whether the boss loves or hates them.
You’ve tried talking to a worker about poor performance. But all your
coaching, prodding and follow-up hasn’t accomplished much. Now’s the
time for a one-page “pre-probationary” memo.
Chief executives often tell us that one of their favorite ways to evaluate managers is to watch how they make decisions. And it’s true: The way people seek out facts, process information and communicate their conclusions reveals much about their poise and leadership.
Q. I work at a software firm in San Francisco. It’s supposedly a hip
company, but I’m fed up. I was promised a performance review every six
months, but after 14 months I’m still waiting. And when I asked for
leave to be with my wife when she had a baby, the company’s personnel
person said, “We may have to dock your pay. I’ll get back to you.” She
never did. The company’s CEO keeps saying that we’re in an industry
with no accepted business model. But is that an excuse for running a