2. Provide Examples
When writing the Performance Appraisal, try to stay away from generic
phrases such as:
Does a good job
Always tries his/her best
DO provide specific examples such as:
Completed the XYZ project 20% faster than expected
Saved the company over 12% by contracting with the new vendor
3. Be Thoughtful
Spend the necessary time to think about and prepare the appraisal
It is common to think about performance over the last 3 months, but spend the
time to go back through the year and reference accomplishments from the
beginning of the period
Think about what makes this employee stand out
What special talents or knowledge does this employee have
4. Rating
Not everyone is a star
Although many managers have difficulty giving less than glowing reviews, it is
important that you rate your subordinates honestly
Giving everyone a 5 is the same as giving everyone a 3. It devalues the meaning of
outstanding.
Realize and help your subordinates realize that a 3 is satisfactory performance
Be ready to explain how they need to improve to move to a 4 or 5 rating
5. Poor Ratings
Be honest when delivering ratings that are poor
DO have examples ready and be willing to discuss
DON’T back down from your statements or try to sugar coat them
DON’T offer to change the review
DO have an action plan ready to discuss to help the employee to improve
6. Provide a Copy
It is best to provide each subordinate with a copy of the Performance
appraisal prior to the face to face meeting
This gives them a chance to:
process the information
formulate any questions they may have
Absorb the information and think about it before they react, especially if there is some
negative feedback that needs to be delivered
7. Meeting with the Employee
DO provide a summary- whether at the beginning or at the end
DO review each point and ask if there are any questions
DO encourage an open dialogue
DO schedule uninterrupted time where you are not multi-tasking and taking
phone calls
DO talk about growth opportunities and goals they may have for themselves
8. Conclusion
Done correctly, the performance appraisal can open the door to better
communication year round between you and your team!