By : Grant Mckenzie
An employee performance appraisal is the most important component of your employee development plan. It gives you the opportunity to reinforce the standards you have set in your organization, correct behavior that does not meet those standards and praise those behaviors that do. The key to creating an employee performance appraisal, therefore, is to focus on standards and behavior. You can't write an accurate performance appraisal unless you have set and communicated clear standards and then observed how well your employees have met them.
Instructions:
Step 1
Take notes over the course of the rating period on your employee's performance. These notes should highlight actions taken by the employee that meets, exceeds or falls short of the standard that is being measured. In general, these notes should be quantifiable. For example, if the employee is regularly late, you should be able to look at your notes and find out how many times he was late during the rating period.
Step 2
Prepare for the performance appraisal by gathering all of your notes on the employee you are rating. Separate them into stacks three stacks representing "Meet Standards," "Exceeds Standards" and "Needs Improvement."
Step 3
Start the performance appraisal with the areas where the employee meets standards. This prevents the employee from getting defensive right from the start and lets him know that you are genuinely interested in his development, rather than just telling him everything that he is doing wrong.
Step 4
Write the areas where the employee needs improvement next. You should use your quantifiable observations throughout the appraisal, but it is imperative that you use them in this section. The areas for improvement in the appraisal should be objective and as irrefutable as possible. This shows the employee you are not being personal or trying to single him out. The standard and the performance of the employee determines the rating--the supervisor is just reporting it.
Step 5
Write an improvement plan to help the employee rise to the "Meets Standards" level. When you present the appraisal, you will ask the employee if he has any ideas on how to improve in the areas that he is falling short. It is better if the employee creates and implements a personal improvement plan, but if the employee is unable to come up with any ideas, or the ideas aren't effective, you will need to have this plan ready to suggest to the employee.
Step 6
Write the areas where the employee exceeds standards. Have at least one item, no matter how insignificant, in this category. Take the strongest points from the "Meets Standards" category. This will help reinforce the positive behaviors by making them the most memorable.
Job Vacancy , Indonesia Job , Job Indonesia
An employee performance appraisal is the most important component of your employee development plan. It gives you the opportunity to reinforce the standards you have set in your organization, correct behavior that does not meet those standards and praise those behaviors that do. The key to creating an employee performance appraisal, therefore, is to focus on standards and behavior. You can't write an accurate performance appraisal unless you have set and communicated clear standards and then observed how well your employees have met them.
Instructions:
Step 1
Take notes over the course of the rating period on your employee's performance. These notes should highlight actions taken by the employee that meets, exceeds or falls short of the standard that is being measured. In general, these notes should be quantifiable. For example, if the employee is regularly late, you should be able to look at your notes and find out how many times he was late during the rating period.
Step 2
Prepare for the performance appraisal by gathering all of your notes on the employee you are rating. Separate them into stacks three stacks representing "Meet Standards," "Exceeds Standards" and "Needs Improvement."
Step 3
Start the performance appraisal with the areas where the employee meets standards. This prevents the employee from getting defensive right from the start and lets him know that you are genuinely interested in his development, rather than just telling him everything that he is doing wrong.
Step 4
Write the areas where the employee needs improvement next. You should use your quantifiable observations throughout the appraisal, but it is imperative that you use them in this section. The areas for improvement in the appraisal should be objective and as irrefutable as possible. This shows the employee you are not being personal or trying to single him out. The standard and the performance of the employee determines the rating--the supervisor is just reporting it.
Step 5
Write an improvement plan to help the employee rise to the "Meets Standards" level. When you present the appraisal, you will ask the employee if he has any ideas on how to improve in the areas that he is falling short. It is better if the employee creates and implements a personal improvement plan, but if the employee is unable to come up with any ideas, or the ideas aren't effective, you will need to have this plan ready to suggest to the employee.
Step 6
Write the areas where the employee exceeds standards. Have at least one item, no matter how insignificant, in this category. Take the strongest points from the "Meets Standards" category. This will help reinforce the positive behaviors by making them the most memorable.
Job Vacancy , Indonesia Job , Job Indonesia
No comments:
Post a Comment