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End of the Year Performance Evaluations By : Marnie Green Performance evaluations can often be difficult because supervisors fail to follow three basic rules. Do you know the rules? Setting Performance Goals By : Marnie Green Use these tips to help develop goals and expectations that are supported and embraced by employees. Remember, goals and expectations should be set with employees and not for them. Conducting Performance-related Discussions By : Marnie Green When an employee's performance is not meeting your expectations it must be addressed immediately. Before discussing the employee's performance, ask yourself these few critical questions. Performance Documentation By : Marnie Green Maintaining complete and legally defensible performance documentation is the first step to performance evaluations. Use these examples to maintain appropriate employee files. Involving Employees in Performance Management By : Marnie Green Here are some ways to encourage communication and trust between you and your employees. Finding Time to Manage Performance By : Marnie Green Performance management must be a constant concern in order for employees to receive the feedback and tools they need to ensure high performance. Use these tips for making performance management a high priority. Conducting Mid-Year Performance Evaluations By : Marnie Green Good performance starts with persistent performance management. Try a few of these ideas to ensure that your employees are getting frequent and clear performance feedback. Focus on Employee Behaviors to Get Results By : Marnie Green Effective supervisors discuss employee performance in behavioral terms, rather than mentioning attitudes. Here are some examples of various behaviors and attitudes to be aware of. Performance Management is about the Conversation By : Marnie Green Have you ever avoided a conversation with an employee about something because you were uncomfortable about bringing it up? Remember to use these tips next time you see an employee behavior that needs to be changed. Hitting for the Cycle as a Performance Manager By : Marnie Green Using the steps in the performance management cycle leads to higher levels of performance from employees. The performance management process must be followed in order to have effective management. Are you using these steps in your process? Talk about Rating Differences By : Marnie Green Speak with your employees about upcoming performance evaluations. Don't miss the opportunity to communicate your expectations and discuss performance ratings. As a supervisor, you must help the employee understand the subtle differences in the rating categories. Dialogue between supervisor and employee is vital and must be an important part of the process if the performance evaluation tool is to be used effectively. Using an Employee’s Input to Write a Performance Evaluation By : Marnie Green When writing performance evaluations for your employees, soliciting the employee’s feedback before you begin writing can provide you with helpful and specific input. Here some tips for obtaining and using employee input in the performance evaluation. Can Performance Evaluations Really be Painless? By : Marnie Green A painless performance evaluation is defined by three concepts. These practical steps can transform your organization into one where employees actually look forward to their evaluations. Finding Time to Manage Performance By : Marnie Green Performance management must be a constant concern in order for employees to receive the feedback and tools they need to ensure high performance. Use these tips for making performance management a high priority. Have a Painless Performance Evaluation Discussion By : Marnie Green Performance evaluations, performance management, management, communication, employee evaluations, performance discussions
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