Process, Benefits & Preparation Part 4

Performance Appraisals

Writing the Performance Appraisal

• Review the employee’s performance over the last year and your file of past performance discussions
• Identify in particular areas for praise and also areas for improvement
• Ensure completeness
• Make sure the documents are clearly written and used in a way to encourage the employee’s participation
• Be Specific
• Outline Major Accomplishments of the Past Year
• Illustrate how they supported the overall success of the team/company
• Select areas for improvement and show how they impacted on this year’s performance
• Give Examples
• Quantify

When writing the appraisal documents, it is important to:

• Note Key Strengths
• Key Areas in which the employee excels
• Describe areas of strength
• Note Areas of Development
• Areas of Growth & Improvement
• Skills/Competencies to be developed
• Summarize Overall Performance Effectiveness
• Describe overall effectiveness in terms of team and organization

Remember that the documents that you prepare can be brought up for scrutiny if the employee appeals the appraisal. This means that there is a requirement for a high level of care to be exhibited when completing the documents and that facts are used, not opinions

Until next time...






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

Journeys Without Destinations

When you define precisely what you want, you will  have a much better chance of getting it than when you do not have clear goals. "Activities without goals are like journeys without destinations."

Why is measurability the key to goal success?  If it is not measurable, it is not a goal; it’s a dream or a wish!  You can turn wishes and dreams into achievable goals by creating SMART goals which are Specific, Measurable,  Achievable, Realistic & Time-bound.

Top performers considered themselves intensely “goal-oriented”. Think of 3 business goals you want to achieve, complete our "Business Goals Worksheet" and share your SMART goals.

Until next time...







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

SMART Goals

SMART Goals are specific, measurable, achievable, realistic, and time-bound.  It is much more likely that you achieve your goal if you make it a SMART Goal ("I will lose 15 pounds by May 31 by eating fewer fats and desserts, more fruits and veggies, walking briskly for 45 minutes 3 times a week, and weighing myself weekly") as opposed to what I call a New Year's Resolution ("I will lose weight this year").

• Specific - Consider the difference between, "We want to sell more contracts than have ever been sold within this company," and "Our goal is to sell 20,000 units by March 15." Specific goals paint a much clearer picture for people and let them know exactly how they are doing in achieving them.
• Measurable - Most goals should be quantifiable and measurable. If not, they are probably wishful thinking rather than a goal and not likely to be attained.
• Achievable - Although challenging, goals must not discourage team members who may conclude that they are impossible or too difficult to attain. Goals need to cause people to stretch but be perceived as "doable."
• Realistic - Goals should be realistic and within reach.  Team members must believe that the goal can be accomplished and be willing to commit to the goal.
• Time-Bound - A goal should also have a timeframe for its completion.  This will vary depending upon the nature of the goal. However, without a timeframe, there is not pressure to compel people towards its accomplishment.

Until next time...

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