It's that time again! Perhaps the most dreaded management practice is the annual employee performance appraisal. Whenever the subject comes up, out comes the groans from both managers and staff no matter what industry or type of company. Many say employee performance appraisals are like having a root canal --- only more painful. It shouldn't be.

If done correctly, the appraisal process can become the most valuable instrument in the manager's toolbox. The few hours a manager invests can impact an employee's performance for an entire year.

Here is a quick guide for managers or supervisor in preparing, conducting and following up on employee performance appraisals.

Preparing

1. Give employee advance notice so that he /she can prepare for the discussion.
2. Review mutually understood expectations with respect to job duties and standards.
3. Avoid paying attention to some aspects of the job at the expense of other.
4. Review the employee's job performance for the past year.
5. Focus on job performance areas that are the most important.
6. Identify potential development areas that can be addresses though training and special projects.
7. Set aside adequate block of uninterrupted time to permit a full and complete discussion.

Conducting

1. State the purpose of the discussion --- mutual problem solving and goal setting.
2. Ask employee to review his or her job performance for the past year.
3. Keep the focus on job performance and related factors not personality.
4. Discuss job requirements, employee strengths, accomplishments, and improvement needs.
5. Be prepared to cite observations for each point discussed.
6. Reach agreement on appropriate goals, development plans and timetables.
   Summarize what has been discussed and end on a positive note.

Following Up

1. Immediately after, record the plans made and points requiring follow-up.
2. Provide a copy for the employee.
3. Evaluate your own performance. What I did well? Could have done better? Learned about the employee? Learned about myself?

Remember, the employee performance appraisal meeting is an opportunity to recognize achievements, identify and correct problems, and set specific objectives for the coming year. Make sure you get off on the right foot by following the above guidelines.

Do you want good, consistent performance? See the Performing: What Really Works handbook.  It's packed with solid, roll-up your sleeves tips to stop fighting fires and start managing performance right.

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Copyright 2006-2008, Marcia Zidle. Will you have a bright future? you ready to make your organization stand out in the crowd in competing for customers, clients, funders or community awareness? Contact us and let us show you how to make that happen.

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