10 Secrets to an Effective Performance Review: Examples and Tips
Performance Review Examples and Tips: #1
Use performance logs to simplify writing employee reviews
If you’re relying solely on your memory when writing employee reviews, you’re making employee performance evaluation far more difficult than necessary. That’s why it’s best to institute a simple recording system to document employee performance before writing employee reviews.
The most useful, easy-to-implement way is to create and maintain a log for each employee. Performance logs don't need to be complicated or sophisticated. They can simply be paper files in a folder or computer files.
Find Business Management Daily’s six steps for recording performance before writing employee reviews in 10 Secrets to an Effective Performance Review: Examples and tips on employee performance evaluation, writing employee reviews, a sample performance review and employee evaluation forms .
Performance Review Examples and Tips: #2
How to conduct a positive, valuable employee performance evaluation
Sitting down to conduct an employee performance evaluation with a staff member is the part of the appraisal process most managers dread. But the session doesn’t have to be tense or uncomfortable.
When conducting an employee performance evaluation, start by discussing any problems
you’ve observed with the employee’s performance. Address each problem individually and don’t bring up a new problem until you’ve thoroughly discussed the current one. Use the following framework to discuss each problem:
• Describe the performance problem.
• Reinforce performance standards.
• Develop a plan for improvement.
• Offer your help.
• Alternate negative and positive comments.
• Emphasize potential.
Performance Review Examples and Tips: #3
Turning a negative into a positive: 4 examples
During performance reviews, use clear, nonjudgmental language that focuses on results and behavior. Notice the positive and negative aspects of these statements:
• “Your work has been sloppy lately.” (Negative: too vague)
• “Your last three reports contained an unacceptable number of statistical errors.” (Positive: cites specifics)
• “You’re obviously not a mathematician.” (Negative: focuses on the person, not on performance)
• “I know you’re capable of producing more accurate work.” (Positive: reaffirms confidence in employee’s abilities)
• “Don’t let it happen again.” (Negative: blanket demands)
• “How can we prevent errors from creeping into reports?” (Positive: asks for feedback on improving performance)Source: www.businessmanagementdaily.com