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Quantum Leap Learning, Bangalore 080-41663430 PERFORMANCE APPRAISAL TIPS AND TECHNIQUES

Performance Appraisals

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Call Sindhu/Sidharth QLL training, Bangalore-080-41663430 Senior, Training and Development Consultants for IT

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Page 1: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

PERFORMANCE APPRAISAL

TIPS AND TECHNIQUES

Page 2: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

PAObjectives

Documentation

Organizational

Maintenance

PromotionsTraining and development

Pay scales & Pay raise

Constructive criticism and guidance

Administrative uses

HR programs

Communication

Page 3: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

Fundamentals of Performance Management

1. Shared Responsibility

2. Plan, Monitor And Review

3. Ongoing Developmental Process

4. Motivational Exercise

5. “OBSERVE And EVALUATE An Employee In Relation To PRE-SET Performance Standards

Page 4: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

What Is Appraised?

• Individual Task Outcomes

• Behaviour

• Traits

• Collective Outcomes

• Collective Processes

Page 5: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

Appraisal By Objectives

• Set the organization’s goals

• Set the departmental goals

• Discuss developmental goals

• Define expected results

• Performance reviews

• Provide feedback

Page 6: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

5 key Components of Appraisal/Review

1. Planning and Preparation

2. Starting the Meeting

3. Discussion

4. Closing

5. Follow-up

Page 7: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

Planning and Preparation

• Gather Your Appraisal Information and Materials in Advance• Make a List, Organize the form and your examples• Appraises should look at their last review notes, and collate any

"well done" emails from suppliers, clients or co-workers as ammo. • Be familiar enough with your ratings and comments to talk about

them without reading them• Prepare for atleast two weeks before the appraisal meeting

Page 8: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

Planning and Preparation

•Take responsibility "How can you and I help to move my career

forward •What knowledge, skills and attitude do you

need to be successful? •What has gone less well? What do you feel

were the reasons for this? •What have you learned as a result of these

difficulties?

Page 9: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

“How performance appraisal meetings are conducted

dictates the effectiveness of the entire process”

Page 10: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

Appraisal Discussion

“Only 13% of employees and managers, and 6% of CEOs, think their organization's performance appraisal is useful”

"The manager and you should spend only about 30% of the time discussing the past and 70% talking about future

performance,"

Page 11: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

Appraisal Discussion

Opening the appraisal discussion

Using questioning techniques

Self-assessment

Closing the appraisal discussion

Page 12: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

Handling the Appraisal Discussion

• Remember that the appraisal meeting is a discussion and a dialog between you and your supervisor.

• Ensure that you understand the purpose and format of your performance appraisal discussion

• Maintain good eye-contact, attentive posture, and a professional manner.

• Listen and take notes.• Reflect back to your supervisor your understanding of

what your supervisor said.• Compare the actual specific performance results and

behaviors to the standards. Stay away from blaming others and making excuses.

Page 13: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

Handling the Appraisal Discussion

• Emphasize strengths, as well as areas that need improvement.

• Be honest and take responsibility.• Provide your ideas on how to resolve problems.• If you don't agree with your supervisor, ask for specific

examples.• Set goals, expectations, and standards together for the

next appraisal.• Discuss development and training needs.• Tell your supervisor what you need to do your job more

efficiently.

Page 14: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

Questioning Techniques in Appraisal

1. For testing their understanding (asking yes/no questions) -closed question -They give you facts

2. Open questions -They ask the respondent to think and reflect, they will give you opinions and feelings, they hand control of the conversation to the respondent

3. Funnel Questions-Finding out more detail about a specific point by starting on a general discussion

4. Probing Questions- to help you understand a statement they have made. At other times, you need additional information for clarification

Page 15: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

5. Leading Questions

• With an assumption• By adding a personal appeal to agree at the end• Phrasing the question so that the "easiest" response is "yes“• giving people a choice between two options, both of which you

would be happy with, rather than the choice of one option or not doing anything at all.

• leading questions tend to be closed.

6. Rhetorical Questions

People use rhetorical questions because they are engaging for the listener - as they are drawn into agreeing

Page 16: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

Closing an Appraisal Discussion

•Have a long-term plan -What are you going to work on during the next period, to improve yourself within these areas?

•A performance review is NOT a day-long workshop mixed with therapy

•It's better to split money from personal development

•What additional responsibilities would you like to assume, to help you to develop yourself?

•Agree to the SMART objectives for the next period.

Page 17: Performance Appraisals

Quantum Leap Learning, Bangalore080-41663430

Follow up

• Agree to SMART objectives for the next period.

• Discuss the individual’s personal development-your needs to support the achievement of these objectives.

• Discuss the support you would like from them