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Greetings!
An old proverb goes something like this: ?Speaking
without thinking is like shooting without aiming.?
Often we conduct performance evaluation discussions
without much preparation for the conversation itself.
If your annual performance evaluations are due in
December, you may find this month?s e-tip article
helpful. It?s easy to do all the talking in an
evaluation
discussion. However, the more involved the
employee is in the conversation, the more likely they
are to feel ownership in their job and participate in
the management of their own performance. As the
holidays approach, I encourage you to give your
employees a gift?the gift of a painless performance
evaluation.
| Have a Painless Performance Evaluation Discussion |
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Please
share these important
ideas with the managers
and supervisors in your
organization to help them
improve performance evaluation discussions.
For many organizations, December is performance
evaluation time. Before you sit down to deliver
performance evaluations this year, consider that the
evaluation discussion does not have to be something
you do TO the employee. In fact, it should
be
something you do WITH the employee. By
following
this easy agenda, you can involve the employee in
this important discussion.
Introduction
Tell the employee that the purpose of the meeting is
to have a mutual discussion about the employee?s
performance and to plan for the future. Ask if the
employee has had a chance to review the draft
performance evaluation that you have prepared.
Employee?s Viewpoint
Ask the employee to discuss their perspective of the
performance and of the performance evaluation.
NOTE: Ask open-ended questions and encourage the
employee to share their ideas. This is where you
listen!!!
Manager?s Viewpoint
Provide a very brief summary of the employee?s
performance. Remember, this doesn?t have to take
long because YOUR VIEW ARE already summarized in
writing on the
evaluation document.
Goals and Objectives for the Coming
Year
Ask the employee to suggest goals for the next year
and collaboratively agree on them.
Training, Development, Further Education
Required
Ask the employee to share training or educational
opportunities he/she would like to pursue in the
coming year.
Feedback from the Employee
Ask the employee how they feel about the plan for
the coming year. Let the employee have the last
word, even if you don?t agree.
Close on a constructive, encouraging note
If you begin this meeting with a plan and allow it to
be a two-way conversation, both the employee and
you will benefit. Best wishes for a happy evaluation
season!
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| The Management Education Group has a gift for you! |
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We?ve compiled a list of nearly twenty employee
performance management system providers and we?re
happy to share it with you. If you are thinking about
implementing an online performance management
system in 2007, our list might give you a head start
on your research. We don?t endorse any particular
software or vendor. However, we are happy to share
with you what we are learning about implementing
and using these cutting-edge systems. If you would
like a copy of our vendor list, please email us.
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Have a wonderful holiday season and a
Happy New
Year!
Sincerely,
Marnie Green
Management Education Group
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