- Do it in writing. The employee will understand it better and it will provide a record.
- Have the employee sign it, acknowledging that there has been a discussion.
- Use the job description as a base line against which to measure performance.
- Be aware of the Halo Effect of giving an employee a high rating because of an isolated incidence of good performance near the review time.
- Measure what the employee does, not who or what the employee is.
- Have the attitude of helping the employee reach the objectives so you can justify a good appraisal. Don’t criticize unduly.
- Correct small problems in performance before they become big ones.
- Establish specific goals that are mutually agreed upon. This will make your appraisal program positive.
- Rate accurately according to performance. If you rate everyone the same, you will lose outstanding performers and the poor ones will not improve.
- Obtain the employee’s file and study previous performance appraisals, other experience, education, history, and attendance record.
Guidelines in Preparing for a Performance Appraisal:
October 16, 2012 by