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Interview Patty

Lead an Employee-Appraisal Evaluation

Make the Meetings More Interactive and Productive

1.- Let your employee talk. Giving your employees the chance to discuss their actions, achievements,

and competencies is rewarding to them because it further emphasizes your respect and trust, while also reinforcing your partnership with them.

2. - Give an overview of the session. After you’ve heard your employee’s thoughts regarding her performance, your next step is to give her a brief overview of overall topics that you’ll be covering in the session.

3. - Focus on objectives. This part of the discussion focuses on the agreed-upon objectives and the extent to which your employee met them.

4. - Focus on performance results. The emphasis in this section is on the various additional performance-related outcomes that were the result of your employee’s actions and efforts, even if such outcomes were not directly attached to the overall objectives.

5. - Focus on critical incidents. Your comments in this area are focused on the way in which your employee handled particularly noteworthy situations, whether positively or negatively.

6. - Focus on competencies. This is where you discuss instances in which your employee applied his skills effectively to the job, shared his knowledge with others, or took specific steps to further build his competencies.

7. - Focus on points of agreement. Whether based on your employee’s self-evaluations or on her opening comments regarding her performance, your focus at this point in the session is on the areas in which your employee agrees with your ratings.

8. - Focus on points of disagreement. This is the time to discuss the areas in which you rated your employee lower than he rated himself, whether based on his self-evaluation or his opening comments. Your objective is to learn more about your employee’s rationale for giving himself ratings that are higher than yours and for him to understand the rationale behind the ratings that you gave.

9. - Focus on the overall rating. At this point in the process, you and your employee have discussed all the key performance-related issues and concerns, and it’s now time to discuss the overall rating. Your comments should focus on the steps you took to determine this rating.

10. - Focus on raises. There's a good deal of debate among managers and management theorists as to where to place raises in the performance appraisal session. Some managers don’t even think that raises belong in the session at all.

Source: dummies

Patty Block, President and Founder of The Block Group, established her company to advocate for women-owned businesses, helping them position their companies for strategic growth. Charting the course for impactful, sustainable, profitable businesses, the beacon is control: of your strategic direction, your money, your time, your staffing, and your ability to bring in business. The Block Group brings together the people, resources and ideas that build results.

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