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Video instructions and help with filling out and completing Sample employee comments on performance review examples
All right welcome to the Wiley manager crash course where we try to give you bit of a sneak peek into the topic we discussed during the full length version of the show and this week's podcast Bob we talked everybody's favorite time of year the performance appraisal yes nothing is more universally hated than performance appraisal so we thought we'd take a crack at that performance appraisals in taxes yep all right so uh let us have it well I mean I guess the first thing is you do need to take these things seriously not only because your HR people make you but really because when they're done well they can actually drive performance ahead so as painful as they are an awful lot of organization is an awful lot of the time if you do them well they can actually be an important leadership tool to help you push the performance of your people in your group along all right cool and that we had during the full length version shared four different I guess tactics key actions with respect to performance appraisals right so the four things ours is the first one is form the foundation what I mean by that is is that you you can't hire on one criteria and then assess people in another right so again you need to have a common standard by with competencies and attitudes required and experience required and all these things that that are consistent between how you hire somebody how you assess somebody how you develop somebody and how you promote somebody alright so again you need to have that foundation in place oftentimes in organizations we go into and people will see things on their performance appraisal for the first time right that they've never been told that they were actually responsible for right so we can't do this so we have to have a good system a good format in place okay okay second one would be make performance feedback or performance appraisals part of an ongoing feedback process so again if people are showing up and being surprised on their performance appraisals you're doing them wrong okay you need to be offering people feedback on a timely and regular basis and then all those you know all these little interim things that might happen every week or every other week throughout the year make almond eight in an annual performance review but nevertheless you need to be giving people feedback more than once per year don't wait don't wait get me back now all right third the third key action would be is is it make performance appraisals future-oriented right so there's nothing that makes people hate these things more than it feeling a lot like a report card in grade 3 yeah so a way what you can avoid this is is again is to say okay well let's take a look at the next year coming up in some organizations.