1. “No matter how small, acknowledge the achievement.” - Greg Henry Quinn

2. JOB DESCRIPTIONS Every employee should have a current, clearly written job description: States the work in action-oriented format States all information clearly in as few words as possible. Gives comprehensive descriptions (List all work required). Gives specific types and models of all machines, tools, or equipment. Indicates which work tasks are more important than others. How are we doing? What are our strengths? What are our weaknesses? Who should be rewarded? The logic is simple – performance appraisals are used to improve performance. Employees should know what is expected of them and how they will be evaluated.

3. LEADER’S ROLE Leaders should focus their attention in three areas: Writing or updating job descriptions. Reviewing and revising appraisal instruments. Making sure employees know what is expected of them. 1. Preparing for the Appraisal: Completing the appraisal instrument.. Ensuring objectivity. Preparing for the appraisal interview. Listening and soliciting employee input. Conducting the appraisal interview. Ensuring against interruptions. Ensuring privacy. 2. Doing the Appraisal: 3. Follow up: Encouraging Assisting Monitoring

4. OBJECTIVE APPRAISALS Main goal is to improve employee performance. Ratings should be based on facts. Rating people higher who are like us.. Personality bias. An employee’s strong point cause you to overlook their weak points.. Halo effect. Rating employees in more important jobs higher than those in less important jobs.. Pecking order bias.

5. FACILITATING APPRAISALS Explain the purpose of the performance appraisal. Discuss the rating. Solicit feedback. Set goals for improvement. Follow-up and feedback. Other Strategies: Be positive. Be prepared. Be realistic. Do not focus only on the negative. Make feedback a two-way process. Listen

6. DISCUSSION How would you react? Get better results by giving feedback. Word comments carefully to avoid sounding harsh or scolding: LEGAL ASPECTS Freedom of Information Act requires care, objectivity, and rules. Leaders should be familiar with basics of a legal appraisal. 1. Documentation... Keep comprehensive records. 2. Focus on performance, not personality. 3. Be positive, Constructive and Specific. 4. Be Honest and Treat All Employees The Same 5. Apply Objective Standards Turn to your workbook for Appraisal Exercises.

7. 1. State what you observe, not what you feel. 2. Wait for a response. 3. Remind employee of the goal. 4. Ask for their specific solution. 5. Agree together on a solution. PAINLESS PERFORMANCE IMPROVEMENT 6. Follow through.