Listening, Learning & Improving Part 3

Performance Appraisals

Positive Framing is Dependent Upon

• Tone and Pitch
• Body language
• Language
• Structure of the sentence

If There Is Disagreement

• Listen to the Employee’s Opinion
• Assess Any New Information as Appropriate
• Should the Employee not Agree to sign the Appraisal - document this fact
• The Employee can choose to add an addendum or rebuttal - this should be signed also by your manager and HR representative
• Sign and date the Appraisal including any rebuttals

Constructive Criticism

• Collect the evidence
• Ration the criticism so that it will be effective
• Prioritize the criticism
• Avoid going over old ground
• Balance between criticism and praise
• Compartmentalize the criticism

Receiving Criticism
The appraisal process may offer the employee a chance to criticize you as a manager so you need to be able to take criticism as well.

• Listen to the critic, then repeat back the criticism
• Ask the critic to specify the problem
• Search for a solution to the problem

To remove or prevent problems in the appraisal process, the organization can:

• Design the performance appraisal process to suit the requirements of the organization
• Provide an appropriate level of support
• Provide the required structures
• Ensure that those involved in performance appraisal are capable through training
• Set objectives and communicate them so that they can be used to drive the performance appraisal process
• Communicate and highlight the value of the performance appraisal process across the organization
• Ensure that the process is seen as a transparent and open process designed to assist people as opposed to blame or hinder them
• Link the process to the proactive development of personnel

Remember that preparation and good communication skills are vital.  Clear and positive language is required.  Appraisal is a two-way process!

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/