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Performance Appraisals
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Looking for tips & suggestions on how best to prepare for a mid-performance review. (what I should prepare for)
I'm a new supervisor & I supervise 9 employees.
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Forums » Topic Forums » General Forum » Performance Appraisals
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Performance Appraisals
posted at 5/17/2001 5:22 AM EDT
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Posts: 1
First: 5/17/2001 Last: 5/17/2001 |
In preparation we should review the main target of each employees, and than ask them do they have problem to achieve their target. Next, what should we prepare and agree to help them to achieve their target. Be a good listener in the performance review. |
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Performance Appraisals
posted at 5/17/2001 5:47 PM EDT
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Posts: 5
First: 5/17/2001 Last: 11/12/2001 |
Since you are a new supervisor, I suggest that you keep in mind that you have 9 individuals- meaning that you need to think of each one separately from the others and not compare them to each other. Take a look at the job descriptions and see how it matches with your organization's review form. Rate each one in each area based on PERFORMANCE. Too many reviews are based on personality. Do the best you can to base your opinion on measurable observations or performance. Prepare to discuss the strengths and contributions. Next, provide the standards of the task and the measured results. How does that translate? Poor, to standard, above standard? If there are shortcomings, ask for input on how to improve performance, Coach and guide the input until you have a plan of action you accept. what is the employee's goals for the next rating period? How can you help? (You must intend to follow through or else failure will be your fault). Since you are a new supervisor, what is the employee's expectation of you? (This will not only catch them off guard but shows that you really want to be a good personal leader for them). Regardless of what the substance of the review is, make sure that you meet the objective of the review: praise good performance, target areas needing improvement and come up with a 'bought-in' plan. And make sure that your team member leaves the session thinking about how good it's gonna be, rather than how badly he was treated. Hope this helps. |
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