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Performance
review phrases for honesty
No matter how frequently (or
infrequently) they occur, performance evaluations are nerve-wracking for both
employees and their managers. A worker may not be thrilled about being
scrutinized by the boss. Meanwhile, managers face a lot of pressure to present
both the positives and negatives
of their employees' work and behavior in a respectful, professional manner.
When managers need to review serious problems, evaluations can be especially
stressful.
As a manager, giving your staff
constructive feedback is a crucial part of ensuring that your organization
operates smoothly. Performance reviews give you the opportunity to praise
employees for what they've done well, correct what they're doing wrong and
discuss your vision for their growth and future at the company. But too often,
bosses struggle to effectively communicate their thoughts in a way that doesn't
overwhelm the employee during the review.
BusinessNewsDaily spoke with human
resources administrators, managers and executives, and based on their
responses, we've compiled a list of the best tips for writing and conducting an effective
performance review.
Make it comprehensive
An effective performance review
covers all the bases concerning an employee's work. It shouldn't be all
positive or all negative; a healthy balance of both is necessary to help your
staff members evolve in their roles.
"A formal evaluation needs to
have a few key components," said Don McIver, COO of 5W Public Relations.
"The feedback should be relevant and specific, with examples for both the
good and bad points. Employee strengths should be acknowledged, and corrective
action needed in weak performance areas should be identified."
In addition to highlighting strengths
and weaknesses, a review should establish performance goals for the upcoming
year, and discuss the employee's role as part of a collaborative team. Bill
Peppler, managing partner of staffing firm Kavaliro, also advised providing
employees with a formal objective of the evaluation beforehand.
"A good manager will explain
the purpose of the review, what they will go over and how frequently
performance reviews are given," Peppler said. "This manages employee
expectations and helps everyone involved be more fully prepared for the
meeting."
Recap regular, informal feedback
Employees' annual or biannual
evaluations should not be the only time they receive feedback about their
performance. While there's no need to call a meeting for every individual issue
that comes up, there shouldn't be any surprises when workers read their reviews
from the boss.
"Employee feedback should not wait for an annual
review, but [should] be given throughout the year as performance issues, good
or bad, arise," McIver told BusinessNewsDaily. "A formal evaluation
is ideally a recap of things that have been addressed during the year."
When there is a problem with an
employee's habits or actions, address it as soon as possible after the incident
occurs to avoid bringing that tension into the evaluation. If an employee's
behavior (positive or negative) doesn't warrant immediate feedback, make a note
of it and use it as a reference point during a formal or informal performance
discussion.
Give honest, constructive
criticism
It's never easy to tell an employee
what he or she needs to improve, but giving constructive criticism about your
workers' performance is an important part of the review process. Be as clear
and direct as possible about any shortcomings and mistakes, but also take the
time to provide solutions to those problems.
"Fully explain what the issue
is, and then expand on options for improvement," Peppler suggested.
"If you see a problem in an employee's work, then he or she should have a
solution to how it can be fixed. Also, let employees know where this
improvement can take them, such as a promotion to a management role."
If suggested improvements are
related to reaching a professional goal, be sure to let employees know what you
plan to do as a manager to help them achieve that goal.
Useful
materials related to performance review phrases for honesty
•
http://performanceappraisal123.com/11-methods-for-performance-review
•
http://performanceappraisal123.com/300-free-phrases-for-performance-review
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