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?
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To ensure a positive feedback session, do not hand out your evaluation ahead of time. Instead, hold it until the meeting and go over each section with the employee.
Are there people on your team who don’t pull their own weight? Who do and say what they please, no matter what it means for the rest of the group? You may be battling one of the most crippling conditions in business today: entitlement mentality.
Everybody seems to hate them, but performance reviews have been around since at least the Wei Dynasty in third-century China, which used an “imperial rater.” Yet at least one firm has gone ahead and ditched them.
Smart business people know it’s more profitable to keep existing customers than constantly having to find new ones. The same principle applies to employees.
Organizations often rank employees simply because they can’t be bothered with the straight talk necessary to get employees on the right track. Here’s how HR blogger Kris Dunn expresses it.
An employee’s evaluation meeting is approaching and you’re all set. But here's a list of common traps that can trip up even the most-prepared manager.
Q. Are annual performance appraisals required for our part-time employees? — Pamela, West Virginia
Ah, the “halo effect”—the practice of inflating an employee’s annual review to increase morale and avoid the unpleasantness of pointing out underperformers’ weaknesses. Too bad the halo strategy sparks legal risks.
In order for a company to succeed as a whole, its managers need to help their individual employees succeed by effectively managing their performance. All managers can benefit from these reminders during reviews.
If you dread administering performance reviews, you may sugarcoat your appraisals by telling employees they’re doing “great” when they need to improve. Dishing out undeserved praise can backfire. By giving honest, thorough appraisals, you can avoid these traps.