Performance Assessment: Guidelines for Managers

If done correctly, the appraisal process can become the most valuable instrument in the manager’s
toolbox. The few hours a manager invests can impact an employee’s performance for an entire year.

Here are few tips for you to conduct the performance assessment discussion with your team
member-

Preparing
 Give employee advance notice so that he /she can prepare for the performance evaluation
discussion.
 Review the position’s responsibilities and goals/targets.
 Review the employee’s job performance for the performance evaluation period
 Identify potential development areas that can be addresses though training and special
projects.
 Set aside adequate block of uninterrupted time to permit a full and complete discussion.

Conducting
 Make sure your focus is on the person and not on distractions.
 Ask employee to review his or her job performance for the evaluation period
 Keep the focus on job performance and related factors, not personality.
 Discuss job requirements, employee strengths, accomplishments, and improvement needs.
 Be prepared to cite observations for each point discussed.
 Reach agreement on appropriate goals, development plans and timetables. Give honest
feedback.
 Summarize what has been discussed and end on a positive note.

Following Up
 Immediately after, record the plans made and points requiring follow-up.
 If require, provide a copy for the employee.
 Evaluate your own performance. What I did well? Could have done better? Learned about
the employee? Learned about myself?

Management Success Tip:

Remember, the employee performance appraisal meeting is an opportunity to recognize
achievements, identify and correct problems, and set specific objectives for the coming evaluation
period. Make sure you get off on the right foot by following the above guidelines.