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Performance Evaluations

This agenda outlines key strategies for conducting effective performance evaluations. Learn tips for delivering constructive appraisals, conducting interviews, and handling criticism. Avoid common pitfalls like the halo effect and appraisal bias. Discover how to define individual performance dimensions, involve multiple appraisers, and develop actionable improvement plans. Recognize the normalcy of defensive behavior during feedback sessions, and implement supportive measures for clear communication. Remember, performance appraisals are due at midnight on [DUE DATE].

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Performance Evaluations

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Presentation Transcript

  1. Performance Evaluations

  2. PROCESS

  3. Agenda: 1)Tips for an effective appraisal2)How to conduct the interview3)How to handle criticism 4)Ensuring improved performance

  4. Problems to avoid: • Halo effect • Central tendency • Strictness/leniency • Appraisal bias • Recency effect • Similar-to-me-bias

  5. Effective appraisal: • Define individual dimensions • More than one appraiser • Provide corrective guidance • Keep a copy of the appraisal

  6. Conducting the interview: • Be direct and specific • Do not get personal • Encourage the person to talk • Develop an action plan

  7. Handling Criticism and Defensiveness: • Recognize that defensive behaviour is normal • Never attack person’s defences • Postpone action • Recognize human limitations

  8. Improved Performance: • Notify performance is unacceptable • Reasonable expectations • Take corrective measures • Avoid sending mixed messages • Provide time to improve • Support improvement

  9. Dates • Performance Appraisals are due [DUE DATE] at Midnight to HR. • Evaluations or VPs [DUE DATE]

  10. Questions?

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