How To Be An Engaging Leader: How to Conduct a Performance Appraisal in the Workplace

How To Be An Engaging Leader

How to Conduct a Performance Appraisal in the Workplace

As you conduct performance appraisal sessions as a manager or supervisor, use the following guidelines to help you increase the likelihood of having a positive and productive exchange with your employees.

Open on an upbeat note. Start the discussion with friendly greetings — this sets the tone for the rest of the session.

Lay out the framework. Let employees know the topics you plan to cover, as well as the order in which you plan to cover them.

Ask for questions. This will raise employees’ comfort level and eliminate nagging issues that could distract them.

Focus on performance. Keep your feedback focused on your employees’ performance, especially in terms of meeting objectives, achieving results, handling critical incidents, and developing competencies.

Discuss the evaluations. Walk through the evaluations with your employees and provide them with specific information regarding the rationale behind your ratings. If you use self-evaluations, discuss the points where you and your employees agree and disagree.

Listen actively. Rephrase and summarize what your employees say, to make sure you truly understand them.

Clarify the overall ratings. Discuss the overall ratings with your employees and provide specific information regarding the criteria that you used to determine them.

End the sessions positively. Summarize the discussion, ask for final questions, set follow-up dates for goal setting, have the employees sign hard copies of the evaluations, and end with positive expectations.

Source adapted and credited to Ken Lloyd from part of the Performance Appraisals & Phrases For Dummies Cheat Sheet