Performance assessment should not only provide feedback to the existing concerned about his performance but should highlight area of development so that realistic action plan can be worked out foe executive to enhance his contribution to the organization. The action plan can include types of assignments/functions which can be added or changed to contribute to job enrichment.
Feedback is the most essential step of Performance Assessment. Some of the guidelines are as follow:
Determine date and time for appraisal discussion. Inform the subordinate’s preferably in advance.
Talk first about the positive aspects including strength of appraisee as may be appropriate. Concentrate on the performance not on the person. Look at total performance for the entire period.
Recognize good performance and say so. Diagnose causes of unsatisfactory performance (skill, knowledge, effort, comprehension, work habits/methods/priorities, lack of focus, commitment, and attitudes.)
Allow subordinate to express his point of view. Listen carefully. Pay attention to facts, separate opinions from facts.
Give frank, honest and straight feedback. Do not hesitate to speak both about positive and negative aspects of performance. Avoid pitfalls such as acrimony, hostility, loosing temper, prejudice, biases and sarcasm.
End the discussion on positive note. Make the person responsible for his behavior/results development. Decide on follow up action/ commitment.
Feedback is the most essential step of Performance Assessment. Some of the guidelines are as follow:
Determine date and time for appraisal discussion. Inform the subordinate’s preferably in advance.
Talk first about the positive aspects including strength of appraisee as may be appropriate. Concentrate on the performance not on the person. Look at total performance for the entire period.
Recognize good performance and say so. Diagnose causes of unsatisfactory performance (skill, knowledge, effort, comprehension, work habits/methods/priorities, lack of focus, commitment, and attitudes.)
Allow subordinate to express his point of view. Listen carefully. Pay attention to facts, separate opinions from facts.
Give frank, honest and straight feedback. Do not hesitate to speak both about positive and negative aspects of performance. Avoid pitfalls such as acrimony, hostility, loosing temper, prejudice, biases and sarcasm.
End the discussion on positive note. Make the person responsible for his behavior/results development. Decide on follow up action/ commitment.