In continuation to the earlier article with same topic:
9. Focus on the positive rather than the negative. Start out with the positive. People tend to take the positives lightly, but the negatives heavily. If you start off with a negative, the positive will practically be ignored and forgotten. Only bring up the negative if it relates to the performance review. If the negative is performance related, this would be a perfect opportunity to coach the individual and create actions to improve.
10.When discussing appraisals, be sure to tailor each one to each person’s personality. You should know what makes them tick and to get the most out of the evaluation. You want to stay consistent with the documentation and expectations for all, but unique with the verbal presentation for the individual.
11.Make an outline of the significant items to cover. By creating a list, you can be sure to hit the important areas like:
- Important contributions the employee made to the company
- Personal interests
- Making or missing a specific goal
- Accuracy issues
- Potential growth possibilities
12.It’s a “bit of an art” to encourage someone with poor performance. During the evaluation, when you are dealing with a poor performance related situation, stay confident but not intimidating and make your point but not be disheartening. If you act like it’s not a big deal, even unintentionally, then your employees will think it is no big deal and will continue to perform badly.
13.Do not compare the employee to other employees. This is demoralizing, hurts teamwork and will not accomplish anything but antagonism towards the compared employee.
14.Encourage open communication. You want your employees to always feel comfortable to be able to talk and share any issues, concerns or ideas. You should welcome as much input as possible. The same goes for you as manager towards your employees. Be open and not defensive if your employees make comments like, “I’m not advancing quick enough” or “my salary is not at the level as the work I perform.” Take all the criticism constructively unless it is harming some one’s reputation.
15.Treat each appraisal with the same mindset and professionalism of a job interview. You have to always keep in mind about any possible anti-discriminatory issues that can arise. Although they have already been through the interview process at one point, and you most likely feel much more comfortable with them than you did in the beginning, you still need to be careful on what you say and how you act.
16.Be specific You have to know when to move on to the next subject once the point was made, discussed, or debated. There is nothing wrong with a good debate, but when you hit a brick wall or the subject has been exhausted, there is no use in continuing on with that particular conversation. You need to make the decision to move on with confidence.
17.Focus on the significance of each success and failure. This should be looked at as it pertains to the company’s possible successes and failures. The importance you add to each objective looking at the big picture adds more impact.
18.Always make sure the employee leaves knowing what is expected in the future. This goes for both good and bad performance reviews. Just saying something like, “Good Job, keep it up,” is not enough. You need to embellish what is expected in the future besides “keep up the good work.” You should have a plan to enhance the individual’s goals and keep them wanting to continually strive to improve. You’ve got to always be looking forward and never just settling on the “status quo.”
19.Always be sure you did everything you could before terminating an employee based on the performance appraisal. Sometimes it comes down to the point where there is just no saving an employee based on such poor performance. You do, however, truly need to make sure you’ve done all you can to coach the person, help improve their skills, or help with any personal issues. If you can look yourself in the mirror with no trepidations, then you know you did all you could and are making the right decision.
20. Always end on positive note The discussion should always end on a positive note while discussing the performance as it does not give a chance that the Managers are more keen towards the negative side of the performance and not looking at the good deeds.