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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 04-13-2017
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 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.
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 03-26-2016
Common themes in performance appraisals focus on employee attitudes such as reliability, dependability, and integrity. Overarching positive comments about super attitudes provide no information regarding behaviors for an employee to continue, while overarching negative comments about terrible attitudes provide no information regarding behaviors for the employee to eliminate.
Article / Updated 03-26-2016
Accurately appraising the leadership skills of anyone who plays a leadership role is critical, so choosing the right words in the appraisal process is important — not only for the success of your employees, but for the success of your company as well.
Leadership is about influencing others to reach established goals.
Article / Updated 03-26-2016
One of the hallmarks of successful employees is their ability to think creatively and develop innovative solutions to the vast number of problems they encounter on the job. Identifying, enhancing, and reinforcing your employees’ efforts to engage in creative thinking is critical. You should be doing this informally throughout the employee-evaluation period, and you should specifically target this area during the formal reviews.
Article / Updated 03-26-2016
Employees need to know how well they’re communicating and dealing with others so that they can effectively carry out their responsibilities and meet their short-term and long-term objectives. Ironically, some managers have difficulty communicating assessments in these two areas, especially when it comes to written comments.
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.
