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Conducting Effective

Performance Appraisals:
Be A Coach, Not A Judge
Discussion Session #14
As a coach….
You will help your employees recognize and
celebrate achievements
You will identify problems that prevent them
from meeting goals
Together you will generate solutions to those
problems
Together you will set new goals that
incorporate those solutions
You will discuss ways to build on strengths
Steps in the Process of a
Performance Appraisal
1. Prepare for the appraisal
2. Meet with the employee
3. Follow up with what happens right
after the appraisal
4. Follow up later
1. Prepare for the Appraisal
Review the previous goals set by the
employee and how they are doing toward
meeting those goals.
See if the employee is fulfilling their job
description.
Review the documentation in the employee
file including any notes you may have written
after the last evaluation.
1. Prepare for the Appraisal
Set SMART goals for the employee:
S=Specific
M=Measurable
A=Attainable
R=Realistic
T=Timely
Give the employee plenty of advance warning
about the meeting.
Give the employee time to ask questions
before the meeting is set.
2. Meet With the Employee
Put the employee at ease.
Set the agenda for discussion.
Ask the employee to evaluate their own
performance on the job as well as yours
as manager.
Present your evaluation of the
employee’s performance.
2. Meet With the Employee
Discuss their strengths and areas that
provide opportunities for growth.
Set goals for future performance.
Agree on a follow-up action plan and a
timetable for feedback.
Conclude/summarize the meeting and
both of you sign the appraisal form.
3. Follow-up Immediately
Following the Appraisal
Write out a summary of what happened to
place into the employee’s file. This is
important because:
It enables you to follow progress your
employee is making in meeting goals.
It documents performance problems and
support appropriate disciplinary measures.
3. Follow-up Immediately
Following the Appraisal
It prepares you for a court case should
that arise.
It prepares you for the next
performance appraisal with that
employee.
4. Conducting Follow-up After
the Performance Appraisal
Provide immediate feedback as
situations occur.
Keep track of timetables and make sure
you check on how the employee is
doing.
Steps in the Process of a
Performance Appraisal
1. Prepare for the appraisal
2. Meet with the employee
3. Follow up with what happens right
after the appraisal
4. Follow up later
Evaluation
Use:
A. Strongly agree
B. Agree
C. Disagree
D. Strongly disagree
E. Don’t know

1. I found the presentation of material easy to understand.


2. This Advantage session increased my knowledge on the
subject presented.
3. I will be able to use some of the information from this
Advantage session in the future.
4. The presenter was well prepared for this Advantage session.
5. This presentation should be repeated in future semesters.