performance appraisal--what works and what doesnt?

Question

I'm trying to type an opinion paper that's due today

Answer 1

If this is just an exercise, it will be easier than real life. When you write about a persons performance, you must be fair. Any personal issues between you should not come up, unless it is a severe character flaw that affects others as well. Usually, the most recent stuff is remember, while stuff that happened a while ago is forgotten. It is better to keep notes of good and bad throughout the appraisal time then just dredge up the new stuff that comes to mind. This is unfair to the person. Also, you may mention any problems that have been addressed, and the response that was made. It is also not fair to use the appraisal to hold onto a years worth of problems and dump them on the person at one time. Each one should be dealt with and documented as it occurs. Be fair, be courteous, keep personal feelings under control. Do NOT lie on the performance appraisal, it WILL come back to haunt you.

Answer 2

I always used what we called the 'Sandwich Approach'... start with positive feedback, then give 2 or 3 'areas needing improvement', then end again with positive feedback.

The psychology behind it is this... Starting with positive feedback immediately relaxes the person, makes them more receptive to hear what they need to improve upon, and ultimately makes it easier for them to take the constructive criticism. When giving them the negative bits, always give only the facts that you can back up with specific examples, and work together on a plan to improve those areas (never more than 3, or they will be overwhelmed). Finally, ending on a positive note gives them back their self-confidence and hopefully makes them feel like a valued employee.

Hope this is helpful.