Creating a performance management culture makes performance appraisal an ongoing process rather than a yearly event that is generally stressful and subjective. An effective appraisal meeting includes establishing rapport, discussing positive and negative results with objectivity, agreeing on specific improvement areas, and setting expectations for future performance.
Performance appraisals don’t have to be an ordeal for everyone involved. Making performance expectations clear from the start takes the guess-work out of appraising at the end of the year. When you work with associates to create achievable targets and give them ongoing “real-time” coaching and feedback, people are better able to hit their targets. Appraisal meetings should include a candid, adult discussion about positive and negative results, and plans for the future. Specific strategies to help individuals, teams, and the organization meet critical objectives helps everyone feel they are moving in the right direction and making a solid contribution. In this module, you will work with a process that makes performance appraisals less stressful, easier, more subjective, and more results-oriented.
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