Conducting A Successful Performance Appraisal Meeting

4000 Words 16 Pages
Register to read the introduction… An manager should provide general feedback on a regular basis, such as after tasks are completed, to keep employees aware of the quality of their work. By taking the time to offer general feedback, an employer can avoid surprising the employee with negative feedback and the unnecessary conflict it may cause. When an employee is surprised during an evaluation the focus shifts from what they must do to improve going forward and switches to a defensive posture that can manifests itself by blaming the manager for not mentioning the issues sooner. A successful manager provides feedback clearly and consistently so that when a performance appraisal is given it simply reinforces the messages that the employee has given throughout the entire year. (Martin, 2007, p. …show more content…
Prepare in advance.
Set aside time on your calendar to prepare for the performance appraisal. Gather all performance notes and documentation to assist you in completing the appraisal. Be thorough and thoughtful in completing the evaluation of employee performance. Review employee job responsibilities and expectations. Compare actual performance to the performance standards and expectations. Lastly, set a positive tone. Schedule the performance appraisal meeting with your employee in advance, allowing enough time for them to prepare for the meeting.
2. Provide a comfortable and professional environment.
The performance appraisal meeting is an important business discussion. Plan to hold the meeting in a professional and comfortable environment. Ideally, provide a conference room, versus an office. Plan to make yourself unavailable for any interruptions during the meeting. Your focus and attention should be on the employee, not other business
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But once the individual has been hired, professional development becomes the responsibility of the organization. Although the employee was hired with a certain set of knowledge, skills and abilities, if the roles and responsibilities of the position change—and they will—the employer has a “corporate social responsibility” to invest in their human capital. Employees are investing in their companies by working longer hours, by handling evolving tasks and assuming increased responsibilities. Is it fair to expect the employee to also assume the cost of their professional development?
Organizations that understand the true value of professional development, culture, innovation and creativity also recognize the value of continuously educating their employee base. These organizations are the ones that will be better positioned to adapt to the rapidly changing demands of today’s work environment. Incorporating professional development within the overall corporate strategy, with so many competing interests and tight budgets, is the

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