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Performance appraisals

Once per year employees should review the effectiveness of their work with their employer. An annual performance appraisal provides the employee the opportunity to get ideas for improving work habits and productivity. This meeting should be a time of two-way communication and an information sharing process.

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Perfect phrases for setting performance goals : hundreds of ready-to-use phrases for communicating any performance plan or review
Robert Bacal and Douglas Max.
New York, N.Y. : McGraw-Hill, c2011.
THE RIGHT PHRASE FOR EVERY SITUATION . . . EVERY TIMEReal success is about the future, not the past. As a supervisor, you'll be most effective if you concentrate on setting goals for your employees, rather than assessing past events and behaviors.This completely revised and updated second edition ofPerfect Phrases for Setting Performance Goalsprovides hundreds of precisely worded performance goals you can put to use in virtually any situation. This handy,quick-reference guide provides effective language for: Focusing your people on the most important parts of their jobs Communicating your expectations Aligning employee goals with organizational priorities Improving productivity and morale in the workplace Reducing disagreements during performance reviews
     
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The essential performance review handbook : a quick and handy resource for any manager or HR professional
by Sharon Armstrong.
Franklin Lakes, NJ : Career Press, c2010.
The Essential Performance Review Handbook will help you understand why performance reviews:
     
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Perfect phrases for motivating and rewarding employees : hundreds of ready-to-use phrases for encouraging and recognizing employee excellence
by Harriet Diamond and Linda Eve Diamond.
New York : McGraw-Hill, c2010.

THE RIGHT PHRASE FOR EVERY SITUATION . . . EVERY TIME

Hundreds of Ready-to-Use Phrases for Encouraging and Recognizing Employee Excellence!

Whether you're giving a pep talk to a team or inspiring a direct report in a one-on-one meeting, you need the right words to keep your staff focused, engaged, enthusiastic, and productive.

This fully revised and updated edition ofPerfect Phrases for Motivating and Rewarding Employeeshas hundreds of ready-to-use phrases for inspiring peak performance. Learn the most effective language for:

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Get rid of the performance review : how companies can stop intimidating, start managing--and focus on what really matters
Samuel A. Culbert with Lawrence Rout.
New York : Business Plus, 2010.
Too many bosses think the only way to manage is to scare the hell out of employees. No wonder so many people are afraid to say what they really think at work. But guess what?
     

Performance appraisals should be a neutral meeting of minds. Emotions and subjectivity should not be a part of the performance appraisal process. Discussion focuses on tasks and deadlines met since the last appraisal.

Throughout the year, both the employee and emplorer should keep detailed nots of projects completed. For example:

Interviewed 500 customers and fixed 95% of their complaints within two days. Created five new brochures related to customer needs. Answered 5,000 phone questions and 3,000 email questions since January 1.

Some methods of performance appraisal

360 degree appraisal - feedback that comes from all around, subordinates, peers, and managers, as well as self-assessment.

Behaviorally Anchored Rating Scale (BARS) - scale points ranging from five to nine, with specific narrative examples

more methods

Weighting of each task assigned to the employee helps both the employee and the employer calculate the increase or decrease in work efficiency. This information should be retained throughout the year, until the annual performance appraisal is done.

Employee must be ready to accept constructive criticism during the appraisal process. When an employee needs improvement, an employer should offer ways that their employee can improve. Suggestion could include training courses, assigning a mentor, or offering reading materials.

The successsful performance appraisal process does not happen overnight. Instead, it is the road to improving employee performance, as well as communication between employee and employer. With short-term and long-term goals, employees can become stars in an organization and employers better managers.

More about performance evaluations

Article by: St. Louis Public Library staff