|
|
 SIGN
UP FOR FREE |
|
|
|
Sign Up for a free account or
learn more. |
|
|
 |
|
|
|
|
|
|
|
|
|
|
|
Most Recent Articles
|
- Employee Performance Reviews - Dealing With Disagreements
What do you do when an employee disagrees with something you’ve written on their performance review? How can you prepare for this and deal with it effectively?
Start by listening to figure out the source of the disagreement. Is it an issue of fact (you wrote that the employee received a customer satisfaction score of 79 but the employee says that his score was actually 83), or is a matter of judgment (you wrote that the employee’s customer service skills were unsatisfactory; she feels that her skills are terrific)? If the disagreement involves an issue of fact, get the facts and make any corrections necessary. If it’s a matter of judgment, ask the employee for additional evidence. Then determine whether that evidence is weighty enough to cause you to change your mind, revise your judgment, and amend the rating that you assigned on the employee’s performance review. - Overcoming Defensiveness In Employee Performance Evaluation Discussions
There sits Sally on the other side of the desk during her performance evaluation. She’s scowling. Her arms are folded tightly across her chest. Her lower lip is turned out in a way that communicates both rejection and contempt. She’s flipped the performance evaluation she just read upside down on your desk as though it were some loathsome bug. She slowly shakes her head back and forth in a model of negativity. Looking you straight in the eye, she says, “Do you call this a performance evaluation?”
George is exactly the opposite. His employee performance evaluation, like the one you wrote about Sally, also told the truth about the fact that the quality of his work in the past twelve months wasn’t all that you expected and that immediate improvement is required. But George isn’t arguing; he isn’t negative in the slightest. In fact, he’s bafflingly positive about the negative review. He says that he agrees with everything you’ve said and tells you that you don’t have to give him any details or examples. You’re right, he says. He understands. He’s so contrite and remorseful, you almost feel apologetic about having written such a negative — but honest — evaluation. He promises to turn over a new leaf immediately and asks if there’s anything else you need as he gets up and starts walking out the door. - Get Your Performance Appraisal Discussions Off To A Good Start
In a previous article I shared a couple of tips that will reduce the feelings of discomfort that often come when a performance appraisal is discussed — gather your materials in advance, make a list of the key points you need to cover, and pick an appropriate place for the discussion. Here are four more suggestions that will make the performance appraisal discussion more relaxed.
Choose a Convenient Time
|
|
|
