Employee Performance Review - An Easy How-To-Guide
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- čas přidán 1. 12. 2011
- Employee Performance Review - An Easy How-To-Guide
The annual employee performance appraisal doesn’t have to be so hard. This video is a step-by-step guide helping both managers and employees get ready to write, deliver and receive a useful and positive employee performance appraisal.
Most people would rather get a root canal than participate in an annual employee performance appraisal.
The reasons employee performance appraisals are so difficult is simple:
1. Most managers don’t deliver timely and balanced (positive and negative) feedback throughout the year.
2. Many employees don’t ask for regular feedback
3. Too much information is delivered during the annual employee performance appraisal.
4. And as crazy as it sounds, managers and employees haven’t agreed to give and receive regular and candid feedback.
Employee performance appraisals don’t have to be the worst day of the year.
Here are four steps to ensure employee performance appraisals are useful and positive:
1. Managers and employees must agree to give and receive balanced, candid feedback. Don’t assume the agreement to speak honestly is implicit, make it explicit.
2. Managers, be honest and courageous. Don’t rate an employee a five who is really a three. You don’t do anyone any favors. Employees want to know how they’re really doing, no matter how much the feedback may sting.
3. Managers, focus on three things the employee did well and three things to do more of next year. Any more input is overwhelming.
4. Managers, schedule a second conversation a week after the employee performance appraisal, so employees can think about and process what you’ve said and discuss further, if necessary.
The key to being able to speak candidly during an employee performance appraisal is as simple as agreeing that you will do so and then being receptive to whatever is said. And don’t make feedback conversations a one-time event. If you do a rigorous workout after not exercising for a long time, you often can’t move the next day. Feedback conversations aren’t any different. They require practice for both the manager and employee to be comfortable.
Learn more about Shari Harley and Candid Culture's communication skills training programs and keynote speeches at www.candidculture.com.
Read more about Shari Harley at www.candidculture.com and www.howtosayanythingtoanyone.com.
About Shari Harley
Shari Harley is the founder and President of Candid Culture, a Denver-based training firm that is bringing candor back to the workplace, making it easier to give feedback at work. Harley is the author of the business communication book How to Say Anything to Anyone: A Guide to Building Business Relationships that Really Work. She is a keynote speaker at conferences and does giving feedback training throughout the U.S.
Read more about Shari Harley’s giving feedback training at www.candidculture.com and www.howtosayanythingtoanyone.com.
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Employee Performance Review - An Easy How-To-Guide
You are an awesome lady and very easy to listen to. What I like most was your engaging way to speak on camera and how you provided specific examples. Really enjoyed it. Thank you!
the best way of learning about appraisals is to listen to this lady.. great video Shari!!
This is a really great training video! Simple, logical, and real! Good stuff.
This is just spot on!! sharp delivery of what was needed. thank you very much
This is the best video ever, all the information is clear and easy to understand. Thank you so much for your great lesson.
his was great, I been tryin to find out about "long term maintenance plan example" for a while now, and I think this has helped. Ever heard of - Peanlivory Singular Predominance - (Have a quick look on google cant remember the place now ) ? It is an awesome one off product for discovering how to learning how to start a successful handyman business without the headache. Ive heard some incredible things about it and my cousin got excellent results with it.
You provided a lot of good information to prepare oneself to establish evaluation tools and measures. Good tips and tools. Thank you.
I love Shari's training videos. Good information and sense of humor.
Great composure and candidness !! thanks for sharing this sensitive subject in a mature & balanced way
Thank you! I'm an MIS student and we're learning how to do appraisals - this video is really helpful.
Really really helpful on a subject that is my self assessed 'thing I could do better' for a long time. Thank you.
Excellent. More managers should listen to this presentation.
Thank you so much! This is very useful. I am preparing for my report about appraisal.
I really appreciate this video. You gave such an insight into the entire process. Thank you
Great! Makes the process simple, clear, objective and inclusive. Not rocket science and emotionally draining.
You have done an amazing job. Love the information. I shall apply this in my reviews
Fantastic. Thank you very much !
Thank you Shari it's useful !!!
The information is specific and provides practical solutions. Thank you!
Thank you Shari for your contribution to realy good and constructive appraisals!Kind regards, Machiel
This was very successful. Thank you for the advice and instruction.
This is excellent Shari. Thank you!
Thank you so much for this!!
You are awesome! Thanks for the advise. This definitely help me a lot.
Excellent session
Really very helpful !
Thank you shari
Great video! Very helpful especially for someone new to a leadership role
I love this! My employer shared this in the human resources section of our portal. As an employee who does not do appraisals, this was really interesting to take in. We do have to do a self-appraisal, using the same form and format that our supervisors use for our official appraisals. It sometimes feels impossible to do a self-appraisal, not knowing how your supervisor will/should be doing it. This will help me with mine (which I am working on now) so I can be more succinct and also more realistic. Thank you for this insight!
Thanks.. It was indeed useful.
Best video that I have encountered regarding this subject so far. Great Job. I totally agree with you.
Thank you. This was extremely helpful.
My son used to work at a plant (for about 20 years)where he got reviewed by 5 peers every quarter. You could pick and choose who you want to review you. It was brutal and political. My son always chose Mr. Butterworth, an expert in a certain department. Butterworth was sort of picky about doing reviews, but he liked my son, so the “Butterman” helped him! My son admitted that he brought in coffee and doughnuts to win points . At least that’s what I was told.
I wish his reviews were done in a better way like what’s discussed here.
"The merit rating nourishes short-term performance, annihilates long-term planning, builds fear, demolishes teamwork, [and] nourishes rivalry and politics. It leaves people bitter, crushed, bruised, battered, desolate, despondent, dejected, feeling inferior, some even depressed, unfit for work for weeks after receipt of rating, unable to comprehend why they are inferior. It is unfair, as it ascribes to the people in a group differences that may be caused totally by the system that they work in."
W Edwards Deming
this was actually very helpful and good actionable info. also a confirmation about what i'm already doing right (pat pat) 😁😁 thanks!
This is very clear and specific. Thanks
Wish I had you as my boss forever Shari... Brilliant vdo
Thank you I feel so empowered!
This was great more insightful than the last 20 blog posts I've read. Thank you.
GREAT WORK!!
Love the simplicity of your process!
Excellent! Thank you.
MyTube C
hannel
I liked it so much!
Excellent vid - thank you
Very useful tips for conducting an appraisal session
Nicely explained. Just wanted to add that constructive performance reviews have been doing phenomenally well for companies who are implementing it. Imagine having all companies just accepting positive performance reviews? That'd decrease the employee exit from the company by a massive amount. Your views?
Thank you!
Please help me in my assignment ..
My teachers has given me to make a performance appraisal form for the post of lecturer and to include standard (KPIs) from job description and the approach ( behaviour, triat or result )?? Which goes with this post best and then in the end judgemental or mechanical method ????
Thanks!
Thank you very much.!!!🙂
Wow! I don't think this lady has lost or can lose any presentation she makes....if I have a great idea and have to pitch to Shark Tank, I'm hiring her to do the talking :)
Great advice!!!!!!!!!!!!!!!!!!
Best advice "When I know exactly what I did well, I can replicate it. When I know exactly what didn't go well, I can change it. But when I am not sure what you are talking about, I don't know what to do"
That was great
Good video.
Waooo.this is so helpful.. Thank you
Do you have tips on a written review?
Thank you Madam for your information, regards from Australia
Great words By shari Harley Execute it n Delivered
Nice sharing
Great video, thanks, but unfortunately a lot of employers need to be reviewed these days, and need to change their ways!
hi I want information about the impact of empowerment on job performance
Self appraisal are bad. It caused more problems with organisation because people dont take feedback esp companies. It should just be from employer end not left to individual employees. It didnt work for me and eventually I was dismissed few months later.
will employee evaluation have the chance of firing someone??
Hello Ms. Harley, I am a novice learner of HRM, could I ask a foolish question?
When using BARS method for performance appraisal, can we use the frequency of an employee using CAR approach for rating for his asserted coherent thinking skill in answering other mock behavioral questions with CAR approach?
The above question means not directly asking his feeling and thinking of one’s coherent thinking skill, and then dividing the total numbers of mock behavioral questions by the total numbers of his using CAR approach for answering other mock behavioral questions to summarize and rate his performance of coherent thinking.
Let’s say: There are total 50 behavioral questions, each with a 1-5 point scale (Dreyfus model of skill acquisition: 1-Novice, 2-Advanced Beginner, 3-Competence, 4-Proficient, 5-Expert) and he used CAR approach for answering 54% of them. And in the end, I rate his skill acquisition level of coherent thinking skill a three.
it's 2018 and it's great
Seems it’s sensible to bin this stupid process and just deal with someone if there is a problem with their work.
♡♡♡♡♡♡♡♡♡
good video however its biased to managers less to reportees...
Me file includes what ??
Great evaluation forms here
www.lawdepot.com/contracts/employee-evaluation/?pid=pg-ETIGE7YYBK-employee-evaluationtextlink&loc=US
Thank you Shari. That was very sensible.
See me here at a small graduation this year 2015.
czcams.com/video/hDV78TJ7M3I/video.html
. You should teach my MBA's sometime? Cheers, Prof. Robin Rowley
Just like employees, leaders too need feedback to improve. Read global influencer Saahil Mehta’s interview, where he elucidates on creating a more synergistic and harmonious workplace czcams.com/video/hR9YzkGvwYo/video.html
it is a scam to degrade the slave for submission
Common fault. Hmm... Too much Waffling (:
Oh no! You're starting to vocal fry too! Please ladies, use your voice, breath.
They’re a complete waste of time
to much talking
Yeah they want you out! This is silly and not realistic.