How to be good at performance appraisals

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how to be good at performance appraisals

How to Be Good at Performance Appraisals: Simple, Effective, Done Right by Dick Grote

Do you supervise people? If so, this book is for you.
One of a managers toughest--and most important--responsibilities is to evaluate an employees performance, providing honest feedback and clarifying what theyve done well and where they need to improve.
In How to Be Good at Performance Appraisals, Dick Grote provides a concise, hands-on guide to succeeding at every step of the performance appraisal process--no matter what performance management system your organization uses. Through step-by-step instructions, examples, do-and-dont bullet lists, sample dialogues, and suggested scripts, he shows you how to handle every appraisal activity from setting goals and defining job responsibilities to evaluating performance quality and discussing the performance evaluation face-to-face.
Based on decades of experience guiding managers through their biggest challenges, Grote helps answer the questions he hears most often:
-How do I set goals effectively? How many goals should someone set?
-How do I evaluate a persons behaviors? Which counts more, behaviors or results?
-How do I determine the right performance appraisal rating? How do I explain my rating to a skeptical employee?
-How do I tell someone shes not meeting my expectations? How do I deliver bad news?
Grote also explains how to tackle other thorny performance management tasks, including determining compensation and terminating poor performers.
In accessible and useful language, How to Be Good at Performance Appraisals will help you handle performance appraisals confidently and successfully, no matter the size or culture of your organization. Its the one book you need to excel at this daunting yet critical task.
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Published 12.04.2019

Performance Appraisals

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Dick Grote

How to prepare for your performance appraisal

For many people, both managers and employees alike, the employee performance review process can be stressful and something both parties try to delay. In this article, we will step through each of these stages, with further thoughts on what works to maximize the effectiveness of your employee review process. Photo: Richard Rutter , Flickr. Before the review day, there is some work to be done. Here are four ways I believe you can get more productive and helpful employee reviews occurring. To get the most from your team, you need to give regular feedback. As such, performance reviews should never be just an annual event.

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However, performance feedback or appraisal remains a crucial aspect of the performance management cycle. This factsheet outlines the elements of performance appraisals, unpacking the role of line managers and the skills they require to carry out performance reviews. It looks at ways of measuring performance and the changing methods of gathering and giving feedback - a critical part of the performance discussion. There has been much debate over and criticism of performance appraisal recently. Much of the criticism is justified, but the core function of appraisal to present feedback to employees on how they are performing is as important as ever. Conversations on performance should be an integral part of regular meetings with line managers, and if performance is measured quantitatively, employees should be regularly informed of their progress towards targets. Log in to view more of this content.

One of the most important things you can do to ensure the success of your employee performance appraisal is to actively prepare for it. Whether your company includes a self-evaluation step in their process or not, you don't have to play a passive role where you are merely the recipient of feedback and direction from your manager. By properly preparing for your appraisal meeting with your manager, you can ensure your manager has a broader picture of your performance and career goals, foster dialogue, and take charge of your career progression. Here are some tips to help you prepare for your performance appraisal. Get out and review your job description and the goals, competencies and development plans set out for you at your last appraisal. Use these as the foundation for preparing details on your accomplishments, strengths and areas for development.

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