Appraisal Interviews: What To Say & How To Say It

STEPS TOWARDS A GOOD APPRAISAL INTERVIEW:

Don't say: "You just don't seem to care about doing a good job." "You seem to be more interested in scoring points against Charlie than in working with him." "You're too defensive." Do: Stick to behavior. say, "Here's what I saw," or, "Here's what I heard you say."

Here is some advice for supervisors that will contribute to a successful appraisal interview. 1. Stick to goals. Measure performance against previously discussed and agreed upon goals. 2. Do not discuss rewards.. Make a statement at the beginning such as, "While this appraisal may be the basis for a raise, we are getting together today to review performance past and present and then discuss an improvement plan. Information about raises and promotions will need to come at a future time. We can set up a date to discuss them at the end of this meeting." 3. Consistently ask for the employee's view throughout the discussion. By asking for the employee's view, the supervisor establishes the two-way nature of the performance appraisal process. The supervisor learns how the employee feels about the work environment. This will very often provide important insights into the employee's job performance quality.

Here is some advice for supervisors that will contribute to a successful appraisal interview. 1. Listen to employee. The successful evaluation is a dialogue. The supervisor must be prepared to listen to the employee, just as the supervisor expects the employee to listen. After all, the employee has a very important stake in the evaluation. Also, the employee usually wants the evaluation to be a success: that is, with the result that the employee will be more effective on the job. 2. Accept employee's feelings. The employee may show signs of stress, anger, or disagreement. Accept them. That's not the same thing as agreeing or believing the feelings are justified. Accepting feelings ("I acknowledge that you feel that way") and proceeding with the meeting allows you to avoid getting into a debate as to whether the reactions are genuine or justified. Move on.

Copyright AE Schwartz & Associates All rights reserved. For additional presentation materials and resources: ReadySetPresent and for a Free listing as a Trainer, Consultant, Speaker, Vendor/Organization: TrainingConsortium

CEO, A.E. Schwartz & Associates, Boston, MA., a comprehensive organization which offers over 40 skills based management training programs. Mr. Schwartz conducts over 150 programs annually for clients in industry, research, technology, government, Fortune 100/500 companies, and nonprofit organizations worldwide. He is often found at conferences as a key note presenter and/or facilitator. His style is fast-paced, participatory, practical, and humorous. He has authored over 65 books and products, and taught/lectured at over a dozen colleges and universities throughout the United States.

---

Is A Bad Attitude Permanent

Today there is great weight put on a person's attitude.... Read More

Improvements In A Large Public Electric Utility In South America

The company decided to develop and implement an improvement program.... Read More

Sarbanes-Oxley and Section 404: Old Dog, New Teeth

The failures we have seen in the quality and integrity... Read More

The Do?s and Don?ts of Giving Feedback

Being able to give effective feedback is not just a... Read More

Necessary Tasks You May Want to Delegate

As a business owner, time is of the essence. Running... Read More

Structure Your Payment Offers to Sell More Products

The way you structure your payment offers can increase your... Read More

Virtual Assistance: A Money Saving Opportunity For Employers

What is a Virtual Assistant? A Virtual Assistant is a... Read More

Middle-Aged Managers, the Forgotten Digital Divide

The digital divide is defined by the role computers play... Read More

How To Conduct Effective Meetings

Before you call your next meeting, the FIRST step is... Read More

Managing Rebellious Employees

Surveys of executives reveal that many companies fall short of... Read More

Protect Your Computer System with a Comprehensive Security Policy

The most difficult part of creating a Security Policy for... Read More

3 Simple Things the Best Managers Do - And You Can Too!

If it's so simple, why don't managers all over the... Read More

Employee Surveys: a Strategic Tool for Positive Change

Do you want to measure your workers' level of satisfaction?... Read More

The Comfort Zone

The Comfort Zone I... Read More

Motivating Employees - Ten Ways to Start You Off

Yet there is a place for those external 'raft-build's', 'away... Read More

Managing Change in the Workplace

Change is exhilarating. Change is terrifying. Change is badly needed... Read More

An Honest Look at Your Business

There is a difference between being comfortable and being in... Read More

Business Innovation ? Core Competency and Competitive Advantage

Creativity can be defined as problem identification and idea generation... Read More

Character: Is It Necessary In Leadership? (Part Two)

In the first part of this two part article, I... Read More

Innovation Management ? IBM Opens Lid On Its Treasure Chest

IBM, which registered 3248 patents last year, has decided that... Read More

Bringing Ideas to Life: Seven Principles for Pulling Together

You're so excited you're practically bouncing off the walls. This... Read More

Meetings: Don?t Just Show Up, Stand Out and Shine

Meetings, whether they're regularly scheduled routines in your company or... Read More

What is Data Visualization?

Data Visualization is InteractiveHave you ever booked your flight plans... Read More

Employee Discipline: How to Nip Problems in the Bud

Are you uncomfortable with delivering disciplinary action, even involving employees... Read More

What Your Employees Want You to Know (But You Might Be Afraid to Ask)

This is a challenge for every company owner and manager.... Read More