Performance appraisals presentation (2)

Copyright Supervisors Legal Update

Effective Performance Appraisals


Results-oriented Performance Appraisals

An effective appraisal is:

Fair

Honest

Documented

A plan of action


Why Do Appraisals?

Performance appraisals are measuring devices:

“How am I doing?”

Rewards or corrective action

Goals

Recordkeeping


Getting Ready for the Appraisal

Time and place matters

The agenda (especially with newcomers)

Documentation for:–The employee’s performance–The expectations of the position


Across the Table: Conducting the Appraisal “Interview”

Two-way “interview”

–Begin with a positive

–Ask open-ended questions

–Encourage employees to take active roles in career development


Constructive Criticism Leads to Improvement

“You” — a double-edge sword

Performance, not the person

Clear standards

Avoid generalizations and

absolutes


When the Meeting’s Over …

You should have:Rated the employeeDescribed accomplishments and improvement needs

Explored goals Planned how to reach the goals

Documented the review


Set SMART Goals

When setting goals, use the following formula for the best results:– S: Specific–M: Measurable–A: Achievable–R: Relevant– T: Timely


Money and Performance Appraisals Don’t Mix

Money talks (loudly)

Mixed agendas fail

Separate meetings


Follow-up: The Steps to the Next Appraisal

“How am I doing?” (revisited)

Avoid “old wounds”

Fresh start


Effects of a Poorly Done Appraisal

Lawsuits

Turnover

Friction and Anger


Why Do Employees Sue Over Appraisals?

There’s a performance-perception

gap

They think it’s unfair The supervisor lacks documentation (“evidence”)

The moon is full


“Concerned … Since When?”

After FMLA leave, employee had a low evaluation:

He did well on all past appraisals

Company fired him, said he didn’t improve

He sued for FMLA retaliation – and won


What’s “Bad Documentation”?

It’s not accurate

It doesn’t describe the behavior

It focuses on the person


What’s “Conflicting Documentation”?

Conflicting documentation fails because it:

–Describes inconsistent behaviors

–Gives employees (and courts) a choice

Why it’s conflicting


Remember…

Effective appraisals are:FairHonestBacked up by documentationA springboard for action

Performance appraisals presentation (2)

Documents

Transcript of Performance appraisals presentation (2)