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A performance appraisal is supposed to be an improvement-based course of action instead of a reserved evaluation that takes place every year. Performance appraisals have to be observed by both the employee as well as the employer, to make sure that objectives are being accomplished. Companies either struggle with employee turnover reduction plans or, worse yet, do absolutely nothing to reduce it. Robert A. Cameron & Associates suggests how to correct this problem in four easy steps that companies can easily implement immediately. Most people need feedback and as managers we need to be able to give it. The positive and the negative. This is important for business performance and employee development. Learn how to do it. This article addresses what human resource professionals should look for when evaluating a psychometric test for use in selection or development. Self improvement is everyone's goal. All of us want to know about weaknesses and strengths. The awareness about our personality, character, thinking style, emotional reactions, can help us improve ourselves. Too often, participants in performance appraisal meetings seem awkward and uncomfortable. To some extent, that’s unavoidable — it’s always a bit awkward for one person to deliver a formal assessment of the quality of work performed by another. But following some simple suggestions can eliminate a lot of the awkwardness in performance appraisal meetings. Here are a couple of tips that will help put both players at ease. (In Part 2 of this article, I’ll provide some addition... What do you do when an employee disagrees with something you’ve written on their performance review? How can you prepare for this and deal with it effectively? Start by listening to figure out the source of the disagreement. Is it an issue of fact (you wrote that the employee received a customer satisfaction score of 79 but the employee says that his score was actually 83), or is a matter of judgment (you wrote that the employee’s customer service skills were unsatisfactor... Most of the time, you have a reasonably good understanding of the areas where disagreements are likely to pop up in the course of the performance review discussion Following some simple suggestions can eliminate a lot of the awkwardness in performance appraisal meetings. 1 | ||
