Performance appraisals-what works and what doesn't?

Question

I'm writing an opinion paper on Performance Appraisal Performances-which appraisal work

Answer 1

Be 100% honest. Outline strengths, praise accomplishments and if there are any areas for improvement on the job then be specific about them and set an achievable timeline together.

It's also a good time to ask your employee for feedback as to how you might improve as a manager. A lot of managers are too insecure to do this but it can really open up channels of communication and strengthen a team. Let them know you are human too and you value their feedback. Even someone who may be dissatisfied with their current position (or may be becoming disenchanted with the company they work for) will do much better if they feel they can trust their manager and communicate openly. It's usually better to retain an employee.

Review time is a good time for a raise. If they deserve a big one, then give it to them. If they deserve less, still give them something. Unless they are a total screw-up, they should still be rewarded for their accomplishments. If review time comes around and you feel someone's performance don't merit a raise, then you probably haven't been a very effective manager becuase you should have addressed whatever issues long before review time.

Answer 2

Wow, that's always so emotional and no matter what you come up with it can be so unobjective. I guess the personal characteristics are the worst.

Answer 3

They're stupid and unfair in my opinion, b/c the company is going to give you what it's going to give you. (or not give you).

Answer 4

you have to elaborate. are you getting one? giving one? for work? what do you do?

you get the picture.

Answer 5

Need more info, please.