PERFORMANCE REVIEW & COUNSELING

Abimanyu N N Gunaseelan M Durga Devi Santra H R

INTRODUCTION
Performance Review Performance is measured in terms of quality, quantity, cost and time

Performance Counseling
Regular formal contact between the managers and individual employees for discussing successes and failures in completing assignments and duties

PERFORMANCE REVIEW
History
 Yearly interview b/w manager and the employee  Criticism of past performances – constructive  Time consuming and chaotic
1. 2. 3. 4. Employee performance not tied to company strategy Workforce data in documents Difficulty in mapping employee skills to corporate needs Inefficient company processes & lack of employee adoption

PERFORMANCE REVIEW
Current Scenario
 Judgement of people and personalities to assessment of job related performance  Preparation for the discussion  Targets and achievements  Reasons and context  Change in actual job scope  Employee’s relationship and training or development

PERFORMANCE REVIEW & MOTIVATION
 Accuracy of performance review affects motivation level

Accuracy of performance review

Pay Increase

Motivation Level

Inaccurate
Inaccurate No performance review No performance review Accurate Accurate

Yes
No No Yes Yes No

Decreased
Decreased Decreased Decreased Increased Increased

PERFORMANCE COUNSELING
 Discomfort of performance evaluation 1. Perception of criticizing employees 2. Fear of confrontation  Coaching rather than criticizing  Performance counseling – performance evaluation

PERFORMANCE COUNSELING
     Person specific activity Start at job description Performance assessed against job responsibilities Time consuming Performance counseling more effective than annual review – Timeliness  Positive & Negative evaluative comments – More meaning

ADDRESSING UNSATISFACTORY PERFORMANCE
    Identifying early Meeting with employees on a regular basis Documentation of ongoing performance counseling efforts Includes information regarding need for alteration or improving performance and related suggestions  Third person clarity

COMMUNICATION STRATEGIES IN PERFORMANCE COUNSELING
     Year round activity Formal & Informal evaluations of job performance Clear expectations for job performance Specific and manageable goals Comments on person’s performance rather than personality

COMMUNICATION STRATEGIES IN PERFORMANCE COUNSELING
     Link evaluative comments to specific examples Self-evaluation and goal setting Specific suggestions for improvement Time-frame for achieving goals Reward and recognition for achievement

BENEFITS OF PERFORMANCE COUNSELING
    Building an effective organization Understanding job contribution for the organization Clarity of org. mission and job responsibilities Opportunities for demonstration of manager ’s genuine interests in the welfare and professional development of department  Opportunity of helping a person rethink their goals  Reduces grievances filed  Prioritization of member ’s activities

STEPS TO IMPROVE PERFORMANCE COUNSELING
 Encouraging employee growth

Coaching/Counseling Styles

STEPS TO IMPROVE PERFORMANCE COUNSELING
Establish measurement yardsticks
 Good performance objectives 1. Valuable 2. Measurable 3. Consistent 4. Prioritized 5. Time-specific 6. Understandable 7. Challenging

STEPS TO IMPROVE PERFORMANCE COUNSELING
Documenting performance
       Accurate recall Halo Effect Stereotyping Differences in standards Projection Primacy/Regency Effect Causality

STEPS TO IMPROVE PERFORMANCE COUNSELING
Changing Behaviour
    Undesirable behaviour and causes determination Manager – Have a general idea of employees’ behaviour Force Field Analysis Driving & Restraining forces

PLANNING & CONDUCTING PERFORMANCE REVIEW
Prior to meeting
   
     

Purpose Outline topics Time and Location Employee preparation
Ease of employee Review purpose Performance discussion Cause of good & sub-standard performance Reach understanding Summarise and follow-up

Guidelines for manager

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