Performance Review
...oyee's work. This is often neglected, and really needs to be done before a meaningful performance review can occur. Clarify the job responsibilities by reviewing the employee’s job description and then determine the employee’s contribution and potential. Gather and assemble supporting information. Help the employee prepare by giving them sufficient time to prepare, scheduling the review, and possibly coach the employee on how to prepare. In the performance review discussion, the employee's successes must be acknowledged and commended. The places in which the employee is not meeting expectations also need to be determined and discussed. Develop a plan for the discussion in steps by: seeking the employees opinions, recognize the employee’s achievements, set new performance objectives, summarize what has been said, and end on an encouraging note. Apply effective interviewing techniques by establishing a positive atmosphere, prepare to deal with a variety of responses, and monitor your own emotions. Maintaining focus is also an important part of the discussion. To help maintain focus, use specific examples, deal with responses as they come up, and make your message clear. We must encourage achievement. The performance review doesn't end with the discussion of performance. It is essential to follow through on the agreements and objectives that were defined in the interview itself. Provide ongoing give and receive feedback with regular formal feedback discussions on a continual basis. Don’t wait too long between feedback discussions. Coach the employees for continuous improvements by building upon their strengths. Be careful not to react to quickly or strongly to minor events. Document both accomplishments and problems. Remember to beware of paying to much attention to one employee, particularly one with performance problems. Finally, encourage t...