Robert Bacal: Employees can prepare by reviewing their work beforehand, identifying any barriers they faced in doing their jobs, and refamiliarizing themselves with their job descriptions, job responsibilities, and any job performance expectations set with the manager.
Performance appraisal is about positive open communication between employee and manager.
Stupid
Thing #1: Focusing On The Appraisal Forms Stupid
Thing #2: Not Preparing Beforehand Stupid
Thing #3: Defensiveness Stupid
Thing #4: Not Communicating During The Year Stupid
Thing #5: Not Clarifying Enough Stupid
Thing #6: Allowing One-Sidedness Stupid
Thing #7: Focusing On Appraisal As A Way Of Getting More Money If employees enter into the discussion with an
attitude of "defending", then it's almost impossible
to create the dialogue necessary for performance improvement.
That doesn't mean employees can't present their own opinions
and perceptions, but it does mean that they should be presented
in a calm, factual manner, rather than a defensive, emotional
way. Of course, if managers are inept in the appraisal process,
it makes it very difficult to avoid this defensiveness. |
1 comment:
It seems to me that if employees are reacting like this then their are serious issues with the culture of the organisation. Of course we all have an impact on the culture but as far as the employee is concerned it is probably their line manger that has the greatest impact on the culture in their team. It's time to stop the finger pointing and blame game - and start to understand the reasons for some of these reactions. Managers and leaders need to look in the mirror first!
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