Performance Reviews

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.
So, your tasked with assessing employee performance and writing performance reviews. Where do you get started?

See more scripts and strategies for writing performance reviews and conducting valuable employee appraisals. Get a sample performance review and employee evaluation forms when you sign up for our Free email newsletter for Leaders & Managers like you…

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Q. I’m fed up with waiting six months for a great performance review, only to get a measly little raise. This has gone on for four years. What can I do to break this cycle?

Q. During a performance review, my boss asked me what salary increase would “keep me happy.” I responded, “What am I worth to the company?” I thought that was a smart move, but I was wrong. My boss didn’t really answer the question. The next week he told me what my raise would be in a voice-mail message (he was out of town). I was disappointed.
You never appreciate a good performer until you’ve fired a bad performer. That’s because bad performers take so much time and attention to manage.
If your boss’s favorite phrases are “let me mull that over,” “this isn’t the best time for that” and “I’ll get to that later,” then you may need to take unilateral action to produce results. Otherwise, you might grow frustrated by all the delays and lack of follow-through.
When you give a performance appraisal, begin by providing a straightforward overview of how the employee’s doing.
Rather than wait every six months or year to schedule a meeting in which you and the employee complete a two- or three-page form, establish an ongoing mechanism for providing helpful feedback.
After one year in her new job, Mary was ostracized by her bosses. They ignored her memos, gave the best assignments to others and didn’t invite her to staff meetings.
Establish a system of discipline and stick to it.
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