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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