Check your appraisal communication skills
Do your comments during performance appraisals always hit the mark?
Or do employees sometimes get a funny look on their faces—or say not-so-funny things—after you’ve made what you thought was a valid remark?
Which of the following sound like constructive comments?
- Why don’t you follow the path Sandra took? She started out like you, and now she’s doing great.
- You’re doing just fine—I can’t complain at all. Any comments on your end?
- That goal simply isn’t realistic.
- Your performance this quarter has really let me down.
- Sorry to keep you waiting; that was an important call.
- I wish I could agree that you’ve met all your deadlines, but these records indicate otherwise.
- You need to speak with your co-workers with more respect.
- I know you’ve got the ability. Why do you think you’re having so much trouble meeting quality standards?
In performance reviews, supervisors don’t get a second chance to take back ill-considered remarks. But, in this quiz, you do.
Comments 1-5 are all shaky at best. Comment No. 1 talks about another worker, which is irrelevant to the employee under review. No. 2 cuts off the discussion too quickly. No. 3 discourages the employee from participating in goal-setting. No. 4 makes the issue personal, not performance based. And No. 5 shows disregard for the importance of the discussion to the employee.
Comments 6-8 get solid points across. No. 6 gives documented feedback. No. 7 suggests a constructive change. And No. 8 gives workers a chance to explain themselves.