10:29 AM Thursday November 3, 2011
by Rebecca Knight
Excerpts:
Principles to Remember
Do
- Make it clear at the beginning of the year how you'll evaluate your employees with individual performance planning sessions
- Give your employees a copy of their appraisal before the meeting so they may have their initial emotional response in private
- Deliver a positive message to your good performers by mainly concentrating on their strengths and achievements during the conversation
Don't
- Offer general feedback; be specific on behaviors you want your employee to stop, start, and continue
- Talk about compensation during the review; but if you must, divulge the salary information at the start of the conversation
- Sugarcoat the review for your poor performers; use the face-to-face as an opportunity to demand improvement
Rebecca Knight - Rebecca Knight is a freelance journalist in Boston. She has been published in The New York Times, USA Today, The Financial Times, and The Economist.
Access Article, Source And Great Stuff: http://blogs.hbr.org/hmu/2011/11/delivering-an-effective-perfor.html?referral=00563&cm_mmc=email-_-newsletter-_-daily_alert-_-alert_date&utm_source=newsletter_daily_alert&utm_medium=email&utm_campaign=alert_date
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