Manage My Employees

Secrets to Giving Employee Performance Reviews

PDF download 16 pgs.  $17.00

The complaints about performance reviews (appraisals, assessments) are voluminous. Most employees believe that reviews fall way short of meaningful motivation, fairness or consistency.  Another problem with performance appraisals is the use of a subjective scoring system. Scores for performance often fail to substantiate for the employee exactly how the scores were derived, and in many cases managers are forced to “distribute” scores along a pre-determined distribution scale.

Performance appraisals can, and should be, enormously powerful tools that help employees feel better about their role while giving them an opportunity to discuss ways to make improved efforts.

You Will Learn How To Give Performance Appraisals Confidently and Successfully

In this E-book you’ll learn how to make performance reviews a worthwhile, two-way tool in your organization. Performance appraisals can help individuals improve, substantially, and they can help your organization have more success. Reviews can be motivating if they’re done correctly… even when there’s some disappointing news to deliver. You’ll learn the most effective tips garnered from two decades of experience helping managers give reviews effectively.

What You Will Learn or Gain:

1. 7 Common Traps and Mistakes Managers Make and How to Avoid Them – performance appraisals aren’t perfect, but learn how you can make them highly effective by avoiding these common traps.
2. How to Set Your Employees UP For Doing Well On Performance Appraisals – discover five easy ways to help your employee achieve greater results and get better performance appraisals.
3. The 5 Factors Which Must Be Crystal Clear To Your Employees For Top Performance To Occur
4. 9 Guidelines For Delivering Useful Appraisals – learn some of the ‘best practices’ and tips for making performance appraisals a highly useful motivation and performance driver.
5. How to Make Your Performance Appraisals More Valuable With 2-Way Dialogue – you’ll learn seven powerful questions and secrets to engaging your employees in meaningful, two-way dialogue (versus a monologue) about their performance and attitude. You’ll learn to create communications and positive relationships beyond what you imagined possible.

Excerpt from page 3…

To avoid these and other potential problems:

• Don’t judge employees on early impressions. People do make changes so be objective.  Look at the pattern of their performance over the long-term. Identify any improvements that have been made; even consider minor ones.  Give credit for any demonstration of improvement.

• Eliminate the halo-effect where one or two major strengths influence you to score all the criteria higher. You can easily fall into lumping scores higher without realizing it. Another aspect of halo-effect scoring occurs when you score high because you want to avoid possible conflict with the employee. The best approach is to evaluate each criteria on its own merits, and be prepared to back up your conclusions.

Eliminate negative blind spots. This trap is the opposite of the halo-effect and usually occurs when a manager…

“I personally guarantee your satisfaction. If you use the ideas I offer and you still don’t see any results or benefit after 45 days, I’ll refund your money immediately.”
~ Mark Holmes