Performance Appraisal Ideas
Article Submitted by:
May 08, 2008
For empowering, effective performance appraisals try the following:
1) Team Appraisals – how are WE doing? Recognize team achievements and challenges. What are OUR areas for improvements?
2) Process Appraisals – Does this process/procedure/program give us the desired result?
3) Emotionally Intelligent Appraisals – this isn’t about the employee, it’s about your relationship with the employee. Keep it real by:
A) Changing the venue: talk at lunch, while walking around the block, while driving.
B) Ditching the pencil: Yes, you heard me, forget the note-taking for 10 minutes and have a real dialogue with your direct-report. Pencil scribbles give the message, “I wanna remember this in case I need to use it in court”.
C) Increasing the frequency: one 15 minute session a week is more efficient (and more FUN) than one 60 minute session every six months.
D) Taking it on the Chin: Make sure your direct reports have as much time (or more) to give you feedback about your performance, as you give them.
4) Reality check – performance appraisals don’t improve anyones’ performance; but they can be a great opportunity to problem-solve, communicate/clarify expectations and grow the working relationship.
