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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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Do you have current job descriptions for every position on your team? If they're more than six months old, you may have a lot to gain by updating them.
Stuck with formal performance evaluations? Put a positive spin on a tired system.
This is a chance for a healthy reset—one that can reflect well on the people in charge.
When you talk with employees about their performance reviews, beware of using common phrases that can unintentionally communicate the wrong message, or come across as too negative or personal. Certain phrases can kill employee morale, weaken productivity or open up the organization to a discrimination lawsuit. Avoid the following phrases...
While no one likes to be told they are failing to meet expectations, an accurate evaluation is crucial to the success of any employee.
Having meaningful goals in place spurs employee motivation and helps growth and productivity.
Make abstract qualities more concrete by answering “yes” or “no” to the following questions.
While you’re wondering whether they should or should not, the fact is, they do. If you want to be more formal about it, here's a 15-point assessment you can hand out to them.
When do most managers ask, “What can I do to keep you?” You guessed it: during exit interviews. It’s a great question, but the timing is off. You need to ask it sooner.

When training supervisors how to conduct performance appraisals, warn them to avoid these seven mistakes that can taint the evaluation process.

Generally, if an employer gives an employee consistently good reviews, courts will view that as evidence that the employer was satisfied with the worker’s job performance. An employee who alleges discrimination or retaliation can then use those good reviews to show that something else must have been the reason for a sudden discharge.
CEO of GE Jeff Immelt is considering axing annual performance reviews. Instead, it’s experimenting with more frequent performance discussions between managers and staff. The industrial giant is also launching an app for supervisors and employees to share feedback with each other.
Employee engagement surveys are great, but they’re rarely done often enough. Think about performing weekly “pulse” surveys.
Renée Robertson, founder and CEO of Trilogy Development, explains the subtle difference.

Effective coaches make every word count. Rather than overexplain what they want others to do, they ask questions and use the answers to guide people to conclude for themselves how to proceed.

All managers form opinions of their team members, just as teachers assess their students. And those opinions tend to stick. But problems erupt when you mark certain employees as “bad” or “unreliable” or “scatterbrained.”
You give a series of sterling evaluations to one of your employees and she suddenly asks, “If I’m so good, why is it that I’m never considered for promotion?” Which of these choices is the best way to respond?
Are you simply enduring them, or are you using them as a real opportunity for two-way learning?

Surveys show that employees actually value negative feedback when it’s delivered constructively. But a poor approach can cause resentment and further job disengagement. Here are 7 tips to follow when giving your next review:

Ensure that you are offering the following types of feedback to your employees on a regular basis.
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