The employee and the appraiser both should be prepared to discuss and figure out thefuture goals and training needs
They should be mentally prepared for constructive feedback
Collect as many evidences to support your point as possible like the monthly, quarterlyprogress reports.
PERFORMANCE REVIEW MEETING
The three key elements of performance review meetings are:
Providing information on how a person has been doing.
assessing results against agreed targets and standards.
Exchange of views -
Ensuring that the discussion involves a full, free and frankexchange of views about what has been achieved, what needs to be done to achievemore and what employees think about their work the way they are managed and their aspirations.
PERFORMANCE APPRAISAL TRAINING
Every organisation conducts performance for assessing the performance of the employees andthe organisation. But if not conducted properly, they can give a false impression about the
performance of the employees
and affect the overall performance of the organisation;therefore, there is a need to train the appraisers to ensure the maximum effectiveness of theprocess.Studies have revealed that appraisals are often conducted by the managers and the supervisor who sometimes, are themselves not aware of the procedures to be followed. They should beexplained the importance and the implications of the
to theorganisations, the methods to be followed, the principles and theprocessesof the appraisal.All managers and supervisors who consult
should be given trainingfor the following:
Methods, techniques and guidelines for setting goals and objectives
How to evaluate the performance and rate the employees
Standards for performance documentation
How to complete a performance appraisal form
How to maintain objectivity in the appraisal
Questioning techniques for appraisals
Responding to employee reactions
Improves rapport and communication
Building morale and motivating employees
Observing and measuring performance
Structuring the interview with the focus on improving performance
(providing constructive feedback)
How to deal with non-performers and people who refuse to co-operate