 Check Job description for accuracy.  Ensure expectations are mutually understood.  Keep notes and other documentation.  Review progress frequently.

 Provide ongoing feedback.  Observe performance.  Be prepared for performance review discussion.

 Realistic  Measurable  Observable  Challenging  Prioritized

 Be objective.  Include all employees.  Provide complete and accurate information.  Document regularly.

 Goal setting  Designing action plans  Identifying strengths and weaknesses

 Tackle contentious issues.  Formalize forward planning.  Encourage self-appraisal.  Give positive feedback.  Work collaboratively to set goals.  Encourage professional development.

 Formal step in an ongoing dialogue between employee and supervisor  Not a disciplinary or wage review meeting

 Provides an opportunity to  air concerns  talk about careers  discuss learning opportunities  set goals  be inspired

 Review previous performance agreements  check the current job description for accuracy.  Review notes about past performance, highlighting positive areas of individual achievement.

 Give plenty of notice.  Invite them to the interview yourself.  Meet in a neutral environment.

 Allow ample time; show your team member that you take this meeting seriously.  Close the door to ensure privacy.  Don’t take phone calls or allow interruptions.

 Use positive body language.  Start with a positive contribution.  No surprises or bombshells!

 Be sincere.  Be specific.  Make it personal.  Be open to detail.

 Central tendency  Leniency  Strict  Halo effect  Horn effect

 Recency  Similar to me  Comparison/contrast  First impressions  Length of service

 Avoid wage and salary reviews.  Address one specific issue or activity at a time.  State your observations clearly and calmly.  Avoid sounding accusatory.

 Try to see their perspective.  Resist the urge to speak yourself.  Reflect before responding.  Show interest and encouragement.  Summarize the discussion.

 Empathy - the ability to put yourself in someone else’s shoes to understand the situation.  Sympathy - sharing the situation, embracing any problems and making them your own.

 See weaknesses as opportunities to learn  Set goals and agree on desired outcomes.  Visualize success with specific, measurable goals.  Collaborate.  Include a realistic schedule and budget.

 Build consensus between both parties.  Reinforce your commitment to their continued success.  Sign documents – no further changes should be made without the consent of both parties.  Signature of employee does not imply agreement.