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Practical Problem Solving for Business
A Constructive Framework For Talking About Performance
No more waste-of-time performance reviews! Turn uninspired reviews into a valuable employee development tool and take the mystery out of evaluating and documenting performance.
Do you dread performance reviews?
Or at least think the current way you have to do them is a waste of time.
You know, generic forms, inflexible rating systems and laborious processes.
If only there were a way to conduct performance reviews that are meaningful, fair and deliver value to manager, employee and the company.
Inside this Blueprint you'll find:
- What you should and shouldn't say - or write - in a performance review
- Where to begin and how to prepare for the review
- How to make the face-to-face sit-down a productive discussion
- How to handle disagreement between you and employee on performance
- How to reduce surprises at annual review time
- How to use the review to tangibly improve employee performance
- How to organize and craft a written review
- Why do so many performance reviews fail?
5 Steps for Conducting Honest, Performance-Improving Reviews
When you read this section you'll get step-by-step guidance for the five key elements of performance reviews, plus:
- 3 main sections every performance review should have
- The first rule of thumb for evaluating performance
- Where to begin – 2 reasons you may not need a review at all, what should the timing be, and how to avoid sabotaging the review before it starts
- How 15 minutes per month can take the fear out of performance reviews for both sides
- The worst thing you can do in an annual performance review
- Do you provide a written review in advance of a face-to-face meeting? Here's why you shouldn't
- 3 important steps to prepare for a review
- Why your face-to-face sit-down should be one hour or less
- Ask these two questions if you and the employee aren't on the same page
- Managing expectations for the ";ready to move up"; and ";simply content"; employee
- How to organize the written review - whether you have a standard form or not
- Use these key tips before writing the official performance review
- How to express poor performance and areas for improvement without provoking hostility, defensiveness or leaving the employee feeling dejected
- How to convey employee strengths and positives in a way that doesn't backfire
Stumbling Blocks: 18 Ways Performance Reviews Run Off The Rails
By the time you get to this section you'll know how to use annual reviews as a valuable management tool. But you also need to watch out for these, and many other, landmines including:
- The #1 reason performance reviews fail
- Why you must fight the recency effect to write a complete review
- How managers unknowingly sabotage any hope of an employee improving their performance after the review
- Why combining compensation with the performance review undermines the entire process
- The managerial behavior that screams ";you're not important"; to an employee
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