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Conducting Effective Performance Appraisals: Be A Coach, Not A Judge

Conducting Effective Performance Appraisals: Be A Coach, Not A Judge. Discussion Session #14. As a coach…. You will help your employees recognize and celebrate achievements You will identify problems that prevent them from meeting goals Together you will generate solutions to those problems

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Conducting Effective Performance Appraisals: Be A Coach, Not A Judge

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  1. Conducting Effective Performance Appraisals: Be A Coach, Not A Judge Discussion Session #14

  2. As a coach…. • You will help your employees recognize and celebrate achievements • You will identify problems that prevent them from meeting goals • Together you will generate solutions to those problems • Together you will set new goals that incorporate those solutions • You will discuss ways to build on strengths

  3. Steps in the Process of a Performance Appraisal • Prepare for the appraisal • Meet with the employee • Follow up with what happens right after the appraisal • Follow up later

  4. 1. Prepare for the Appraisal • Review the previous goals set by the employee and how they are doing toward meeting those goals. • See if the employee is fulfilling their job description. • Review the documentation in the employee file including any notes you may have written after the last evaluation.

  5. 1. Prepare for the Appraisal • Set SMART goals for the employee: • S=Specific • M=Measurable • A=Attainable • R=Realistic • T=Timely • Give the employee plenty of advance warning about the meeting. • Give the employee time to ask questions before the meeting is set.

  6. 2. Meet With the Employee • Put the employee at ease. • Set the agenda for discussion. • Ask the employee to evaluate their own performance on the job as well as yours as manager. • Present your evaluation of the employee’s performance.

  7. 2. Meet With the Employee • Discuss their strengths and areas that provide opportunities for growth. • Set goals for future performance. • Agree on a follow-up action plan and a timetable for feedback. • Conclude/summarize the meeting and both of you sign the appraisal form.

  8. 3. Follow-up Immediately Following the Appraisal Write out a summary of what happened to place into the employee’s file. This is important because: • It enables you to follow progress your employee is making in meeting goals. • It documents performance problems and support appropriate disciplinary measures.

  9. 3. Follow-up Immediately Following the Appraisal • It prepares you for a court case should that arise. • It prepares you for the next performance appraisal with that employee.

  10. 4. Conducting Follow-up After the Performance Appraisal • Provide immediate feedback as situations occur. • Keep track of timetables and make sure you check on how the employee is doing.

  11. Steps in the Process of a Performance Appraisal • Prepare for the appraisal • Meet with the employee • Follow up with what happens right after the appraisal • Follow up later

  12. Evaluation Use: • Strongly agree • Agree • Disagree • Strongly disagree • Don’t know • I found the presentation of material easy to understand. • This Advantage session increased my knowledge on the subject presented. • I will be able to use some of the information from this Advantage session in the future. • The presenter was well prepared for this Advantage session. • This presentation should be repeated in future semesters.

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