I have a concern about one of my people’s performance, but I haven’t previously discussed it with him. Is it okay to bring it up for the first time on the performance appraisal? The traditional rule is well known and […]
One of my subordinates does a very good job . . . not breathtakingly outstanding, but solid and strong and better than average. Should I rate her in our middle category of fully successful or push her evaluation over the […]
How can we take the "personal" out of a review and still give an accurate picture of the employee? For example, Joe’s going through a divorce. His performance has suffered, but I empathize and want to give him a passing […]
Should employees in new roles be measured and evaluated the same as employees who have been in a role for a length of time? Yes. Tell Me More It’s likely that the person who is new to the job is […]
Our rating scale is numerical: one, two, three, four, and five, with five being the highest on the scale. Sally basically did a good job this year. Should I rate her a three, a four, or a five? To begin, […]
Our performance appraisal form has a rating scale that asks whether the performance failed to meet expectations/met some expectations/met all expectations/exceeded expectations/far exceeded expectations. If I haven’t discussed my expectations with the employee, how do I rate performance? Contained in […]
In writing the individual’s performance appraisal, should I consider how well he performs compared with other people in the department who are doing the same job? Yes. There are only three bases of comparison that you have available in assessing […]
The individual failed to achieve an important objective, but there were extenuating circumstances. How should I rate her performance? This is a situation where the narrative section of the appraisal form is critical. As a rater, you have an ethical […]
It’s true: Once an appraiser has written a performance appraisal and has achieved his boss’s blessing, the appraiser is unlikely to be willing to change the appraisal, even if the employee is able to present solid evidence and persuasive arguments […]
How do I go about convincing my boss (assuming her approval is needed) that one of my people deserves a particularly positive or negative review? Begin laying the groundwork well in advance of the time when you actually show your […]
Yes. Reviewing your performance appraisal of a subordinate before you hold the appraisal review discussion with that person is a very wise thing to do. Tell Me More Here are the benefits of reviewing your performance appraisals of your staff […]
Rating errors are mistakes in judgment that result from allowing extraneous factors to influence our decisions about the quality of someone’s job performance. For example, consider the guilt-by-association error: The employees that Samantha hangs around with are poor performers and […]
Should I include the employee’s successes and failures in completing the development plan as part of his formal performance appraisal? No. Development is development—it’s not job performance. Giving someone a high performance appraisal rating because that person completed an important […]
One of my subordinates works in a different city and I don’t see her very much. How can I appraise her performance accurately? This is an easy one. The mistake appraisers make in this case is to assume that it’s […]
Put more emphasis on the results. Ultimately, getting the job done is more important than the way in which the results were brought about (assuming legal and ethical means were used). Tell Me More Some organizations provide for various objectives […]
I’ve asked the employee to write a self-appraisal. Should I use what the employee has written in the self-appraisal as part of the official appraisal I’m writing? Only if what the employee has written exactly reflects your own view of […]
Would it be a good idea to ask for information from a salesman’s customers, or ask a manager’s subordinates about her performance as a supervisor? Other people may have far more information than the manager himself may have. Customers know […]
You’ll need information about four different factors that contribute to an effective performance appraisal: 1. The job 2. The jobholder 3. The person 4. The self-appraisal or accomplishments list Tell Me More The Job. Begin by rereading the job description […]
Here is a four-step process for writing an effective performance appraisal: 1. Gather all of your information. 2. Get the big picture—the core message—clearly in mind, by asking: ‘‘What is the single most important message I want to communicate about […]
First, follow your company’s policy. Many organizations request that all employees complete a self-appraisal as part of the organization’s performance management system. If your company does have such a requirement, ask each individual to complete the self-appraisal as policy dictates. […]