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Articles & Books From Ken Lloyd
The newest steps and strategies to enhance the performance appraisals you provide Performance Appraisals & Phrases For Dummies shows you how to apply the latest performance appraisal practices and generate positive outcomes for your employees, for your company, and for you. The days of stand-alone annual performance appraisals are drawing to a close, with today’s appraisals utilizing quarterly or biannual sessions, continuous feedback with regular two-way communication, collaborative goal-setting, career development, and an ongoing forward focus.
Cheat Sheet / Updated 12-02-2024
Today’s performance appraisals have undergone major changes that have led to a wide range of positive and productive outcomes for employees, managers, and their companies. These changes start with continuous feedback that is based on managers meeting regularly with their employees throughout a given evaluation period, typically on a scheduled basis as frequently as once a week.
Article / Updated 04-12-2017
As you appraise an employee’s performance, you can pack a powerful punch if you use certain key words. Here are the most effective words you can use in a variety of job performance appraisal categories:
Quality and quantity of work: accuracy, thoroughness, productivity, and goal attainment
Communication a
Article / Updated 04-13-2017
When conducting performance appraisals in the workplace, make sure that you are well prepared to assess your employees’ performance and deliver your evaluation. Use this checklist to help you provide meaningful, motivational, and lasting feedback for your employees.
See yourself as a leader. If you approach the appraisal process as your employees’ buddy, you’ll have difficulty being objective — and they’ll have difficulty accepting your feedback.
Article / Updated 03-26-2016
The BARS (behaviorally anchored rating scales) method of evaluating employees carries typical job appraisals one step further: Instead of relying on behaviors that can be appraised in any position in a company, the BARS method bases evaluations on specific behaviors required for each individual position in an individual company.
Article / Updated 03-26-2016
Employee performance appraisals generate data that provide a solid basis for determining training and educational needs, whether on an individual or departmental basis. For example, a significant number of evaluations that point to problems in teamwork and cooperation indicate a need for training in these areas.
Article / Updated 03-26-2016
One of the most effective ways to enhance the impact of the appraisals you provide to employees is to select words that have a strong positive emotional charge. You may think that as long as you somehow get your message across, your word choice isn’t all that important. The truth is, some words hit home far more quickly and compellingly than others.
Article / Updated 03-26-2016
One of the major objectives of performance appraisals is to provide employees with targeted feedback and guidance to help them learn, grow, and develop. Without a developmental component, performance appraisals would be relegated to the role of a mirror, showing employees how their performance looks but providing no help, support, or guidance to do anything about it.
Article / Updated 03-26-2016
After you’ve conducted and completed performance appraisal or evaluation sessions with your employees, it’s time to shift your focus from their past performance to their future performance. These tips will help you to manage your employees more effectively and ensure that they meet future performance goals.
Set performance goals with each employee.
Article / Updated 04-13-2017
As you conduct performance appraisal sessions as a manager or supervisor, use the following guidelines to help you increase the likelihood of having a positive and productive exchange with your employees.
Open on an upbeat note. Start the discussion with friendly greetings — this sets the tone for the rest of the session.