Managers often misconceive the performance appraisal period. When both parties are well prepared, it is a worthwhile endeavour. If on the contrary, there is missing or inaccurate information, it can create uncomfortable conversations before, during and after the session.
The evaluation process is rigorous in nature. You must always use facts and diligent observations when giving feedback.
Working with different organizations, I have witnessed that certain managers copy the employee’s past performance appraisal and just simply change the date to the present year. This behavior demonstrates a lack of leadership resulting in low motivation and demobilization.
As a manager, your credibility is directly linked to how well your employees are performing and how engaged they are in their work environment.
Freedom to work on strategy not micromanagement.
Kathleen Sears – Business Coach (CHRP)
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514-449-6061
Kathleen coaches Executives and Managers on their leadership and communication ABILITIES, so that their teams become remarkably productive in providing high quality outcomes, so that the executives have the freedom to work on strategy and not micromanaging their teams.