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The Essential Performance Review Handbook

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The Essential Performance Review Handbook

A Quick and Handy Resource for Any Manager or HR Professional

Career Press,

15 мин на чтение
10 основных идей
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Что внутри?

The performance review is a perfect tool for retaining your best talent.

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Ah, the dreaded performance review: You and your employee feel uncomfortable. Together, you either inadequately address issues that really matter or just mechanically fill out and sign appraisal forms. You both leave the meeting dissatisfied. If this describes the way you conduct employee evaluations, take heart: It doesn’t have to be like that. In fact, if you handle the performance review process properly, it can make you and your staff happier, increase productivity and keep your most talented people from looking elsewhere. Human resources consultant Sharon Armstrong provides a practical guide, complete with helpful checklists and sample documents. getAbstract believes that managers who suffer performance-review anxiety just need to follow Armstrong’s deft advice and soon they’ll look at employee evaluations as productive, effective tools for reaching company goals.

Summary

An Empty Exercise?

Supervisors and employees agree on one thing: The performance review can be an anxiety-riddled event. Bosses view it as a painful process, especially since they never have a moment to prepare for it. Subordinates assume it’s an empty ritual that precludes meaningful discussion. But it doesn’t have to be that way. In fact, the performance review can be one of the most valuable tools a manager has to improve productivity and help the firm reach its goals. Managers need to avoid common pitfalls and craft new approaches to reviews.

Get Ready, Get Set, Appraise

If you’re a manager, you cannot improvise a performance review. You must set aside time to prepare. First, understand “who you are evaluating, what you are evaluating, and why your appraisal is geared in one direction or another.”

Then use these tips to ensure that you’re ready:

  • Make it a continuing conversation – The review shouldn’t be just an annual event. Get to know your staff, and have informal exchanges during the course of the year.
  • Be respectful and assure confidentiality – Proper preparation shows that the review matters...

About the Author

Sharon Armstrong co-wrote Stress-Free Performance Appraisals.

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    P. B. getAbstract 1 decade ago
    Great summar!
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    A. T. 1 decade ago
    wish all m-ployees cud adhere to most of the points listed ...wish ..hmm ..