Process of giving formal feedback to employees about job performance Feedback documented with company form Usually happens once a year
Give feedback on past performance Help employee improve quality of work Achieve potential for future performance Motivate employees Serve as record of performance Raises Promotions Discipline
Gives time for supervisor and employee to talk Employee receives recognition for work Identifies training needs Feedback on success of selection process Helps identify needed updates for job descriptions
(1) Tell me what you want me to do (2) Tell me how well I have done it (3) Help me improve my performance (4) Reward me for doing well.
What is an employee supposed to do to help group accomplish objectives? Job description Critical elements of jobs Goals and objectives Establish & communicate expectations for performance
Establish & communicate standards for performance Set expectations that are (SMART) Specific Measurable Attainable Realistic Timely Objective Job-related
Establish & communicate standards for performance Based on behaviors, not person Within employee’s control Related to specific tasks Communicated to employee
Know your company’s process and form Gather information about performance ONGOING BASIS Keep a folder on each employee with both positive and negative Use self-appraisal Avoid bias Observe and measure individual performance against standards.
Generalizing one positive or negative aspect of person's performance to the entire performance
Every employee is an individual Don’t make assumptions
Consider others more positively because they are like you
Comment on both right and wrong behavior Be specific Help employee find ways to improve Comment on the behavior, not the person Reinforce Performance or Provide Remedies
Inadequate skills Lack of effort External conditions Personal problems
Set expectations that are (SMART) Specific Measurable Attainable Realistic Timely Ex: Decrease customer complaints by 5% within 6 months