Performance Appraisals: Nightmares or Sweet Dreams

Some managers think of performance appraisal meetings and recollections of torn Achilles' heels or root canals immediately surface. They're sort of "been there, don't want to go again" situations. The more it can be put off, the better.

Study after study shows that both managers and employees are very dissatisfied with performance appraisals and often view them as a necessary evil to get over with quickly. Here are seven strategies to turn performance management from a nightmare into a sweet, or at least tolerable, dream.

1. Prepare for the appraisal meeting. Give yourself adequate time to review an employee´s file, complete an evaluation of their performance and outline topics for the session. It´s also a good idea to note some talking points and do a mental walk-through of the meeting.

The employee also needs to prepare in advance. Ask the person to assess his or her performance. Suggest that she also jot down concerns, questions and opinions regarding her work and suggestions for improving it.

2. Explain the reason for the meeting. When you begin the appraisal session, state the purpose of the meeting in straightforward terms. No matter how often employees have been through appraisals, they may not understand how their work is being judged, why it is being evaluated or what the performance appraisal is for. Reassure the employee that your role as manager is to help them succeed in their job and identify areas of strength and areas that need improvement.

3. Remain positive. Avoid using judgmental phrases and words like "poor performance" or "weakness." You are there, however, to suggest ways that an employee can improve their work and discuss causes of below-average performance. Express your concerns in concrete terms and use detailed examples.

4. Ask questions. Your discussion should be guided by open and closed questioning techniques. Closed questions, which tend to elicit a "yes" or "no" response, require specific answers. Open questions encourage a general discussion and usually begin with "could," "would," "how," "what" or "why." Use open questions at the beginning of the appraisal to stimulate discussion and closed questions at the end to summarize.

5. Foster productive and open communication. In general, when you reflect the employee´s thoughts, they feel understood and acknowledged. But be prepared for negative reactions. When you talk with an employee about poor performance or inappropriate behavior, they may deny, blame, fall silent, respond abusively or display an emotional outburst, such as crying. If the appraisal session deteriorates, terminate it and reschedule the meeting.

6. Suggest improvements. During the appraisal, discuss any areas in need of improvement and offer specific, realistic and concrete suggestions and solutions. Be prepared to sell your improvement suggestions to the employee - they may not be receptive to your ideas. Together you and the employee should develop a plan to correct any problems.

7. Close the interview. Summarize the major points and be sure to end on a positive, encouraging and upbeat note - even when the employee is very troubled or deficient. If you can´t provide the employee with immediate feedback, follow up as soon as you can and finalize the appraisal in a timely fashion.

Work SMARTER, not harder. Make sure your performance appraisal meetings get RESULTS.

Marcia Zidle, the 'people smarts' coach, works with business leaders to quickly solve their people management headaches so they can concentrate on their #1 job ­ to grow and increase profits. She offers free help through Leadership Briefing, a weekly e-newsletter with practical tips on leadership style, employee motivation, recruitment and retention and relationship management. Subscribe by going to http://leadershiphooks.com/ and get the bonus report "61 Leadership Time Savers and Life Savers". Marcia is the author of the What Really Works Handbooks ­ resources for managers on the front line and the Power-by-the-Hour programs ­ fast, convenient, real life, affordable courses for leadership and staff development. She is available for media interviews, conference presentations and panel discussions on the hottest issues affecting the workplace today. Contact Marcia at 800-971-7619.

---

Success: A Wholistic Perspective

The world has always been mixed with the... Read More

A Leadership Lesson: Two Guys With Guns

PERMISSION TO REPUBLISH: This article may be republished in newsletters... Read More

Rapid Culture Change is Possible

Purpose: Show how immersion leadership training makes strategic initiative success... Read More

Budgets!

Budgets! There I've said it. For some the most hated... Read More

Help for the Meeting-Weary Manager

Most of us have found ourselves working on a team... Read More

If You Build It, Investors Will Come

When you begin to write your business plan or a... Read More

Organizing The Information

Putting a piece of paper in a file folder is... Read More

Demise of the Lone Ranger Manager: A Lesson in Management Communication Style

When executives see themselves as solely responsible for the overall... Read More

Phone Sex is Bad for Business

On August 3rd/2005, Reuters reported that a German man had... Read More

How You Can Learn to be a Better Manager

When you first take over a department, expectations are usually... Read More

Ten Top Ways for Managers to Motivate Their People

So to help start the ball rolling, here are ten... Read More

Before You Head Off, Make Sure You Know Where You Are Going - The Importance of Clear Objectives.

The title of this article sounds like simple advice, but... Read More

The DNA of Motivation

It really is about motivation. After all, what impels someone... Read More

Performance Expectations - 5 Tips and 5 Questions

People want to understand their role - they want to... Read More

Ten Relationship Traits And Skills For Good Leadership

An important aspect of good leadership is the ability to... Read More

How to Find the Right Virtual Assistant for You

If you search on Google for "virtual assistant", you'll find... Read More

Dealing with Marginal Performers: The Therapeutic Approach

--PREPARATION: The purpose of the therapeutic approach is to spark... Read More

Leading Bad Actors To Be Good Performers

A successful leader told me, "The biggest challenge I've had... Read More

Communication Mix-Up

My friend Delia is the owner of a small private... Read More

Increasing the Return on Your Training Investment

Insightful leaders and organizations recognize that training is a valuable... Read More

Problem Solving the Problem Solving Meeting

We go to meetings to share information, to report on... Read More

Innovation Management ? the Root of the Problem

Creativity can be defined as problem identification and idea generation... Read More

Project Heroes

Project heroes. We've all heard of them. Some of us... Read More

Team Motivation - Tough Enough to Care

Sir Alex Ferguson has just celebrated his 1000 game in... Read More

Hire The Person, Not The Resume

"? [get] the right people on the bus, the right... Read More

Tales from the Corporate Frontlines: Coworkers Collaborate to Complete Successful Initiative

This short story, Coworkers Collaborate to Complete Successful Initiative, was... Read More

Its All About The Customers, Baby

If you want to ensure a steady stream of customers... Read More

How to Dodge Distribution Difficulties

It happened again. I ran into an old friend while... Read More

14 Ways to De-Stress Employee Vacations

Employees truly deserve paid vacations. Theystruggle through stressful jobs most... Read More

Creating Advisory Boards

There is no substitute for soliciting the opinions of the... Read More

Problem-Solving Success Tip: Measure

Measure.The first key question to answer in starting a problem-solving... Read More

Identifying Potential in Ourselves and Others

If there is someone nearby as you read this look... Read More

Change Management: Getting Everyone on Board the Change Train

How do you get everyone on board the change train... Read More