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How to Handle Performance Appraisals

Ah, the annual performance appraisal--the time of year every manager and employee looks forward to. While dreaded, performance appraisals, or reviews, are a great opportunity for one-on-one time between an employee and his supervisor to go over actions and issues that may not be touched upon at other times. They can also be a chance for the two to get aligned on what is expected from one another. In today's team-oriented work environment, performance appraisals can increase communication and have a positive outcome that creates a win-win situation for both parties.

Provide constructive comments along with any positive or negative feedback. Your employee needs to understand what worked or did not work so that he knows what your expectations are.

Discuss the entire year's performance, not just the employee's performance of the last few weeks. Take notes during the course of the year and watch for overall trends and patterns. Go over these trends during the appraisal.

Make the performance appraisal about actions and facts, not about personal judgments. Avoid making the review a statement about personal worth by not making verbal assumptions about the employee's character or who he is as a person.

Give both positive and negative feedback throughout the year, not just at review time. An employee will not be able to correct a negative work trend if you do not talk with him about it. Waiting until a performance appraisal to discuss poor work trends is likely to make an employee feel blindsided and possibly defensive, which does not allow for constructive conversation.

Focus on listening as well as talking. Use this review to find solutions to issues along with your employee and make goals and solutions more personal. Because your employee is part of this process, he will likely feel more accountable for the outcome and more responsible for its success.

Difficulty: Moderate

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