Effective supervisory Practices Chp 11
When should you discuss and develop goals?
6-12 months
Personal bias
Allows factors not job related to influence ratings
Evaluations
Are one of most misunderstood and misused formsof accountability
Effective performance evaluation is built
Around continuous and ongoing feedback
Your role is to guide the employee toward
Better performance and future success
Employees discount evaluations
By suggesting the process and outcome isn't important to them
Typical evaluation errors
Central tendency effect Recency factor Halo or horn Personal bias
Treat the evaluation process as an opportunity to
Clarify expectations Address changes Acknowledge the meeting or exceeding of expectations Hold employees accountable Identify ways to improve Communicate and reconnect
Over the first 3-6 months you should
Clarify responsibilities, assignments, authority, relationships Provide information and feedback Describe evaluation process and job factors
For seasoned employees you will spend less time
Clarifying while still providing feedback
What is a good way to track important events and observations?
Critical incident log
Employee goals
Designed specifically to fulfill responsibilities Training to meet responsibilities Challenging but realistic
A legal acceptable performance evaluation system
Developed from a systematic analysis Up to date Job description is used Focuses on specific job related behaviors Performance standards and goals are communicated Written documentation is maintained
Evaluation discussions should be
Developmental and focus on improving performance
When giving negative feedback
Discuss how performance didn't meet established standards Provide specific actions that fail to meet expectations Discuss on what should be done to improve
What will give greater clarity?
Discussing the instrument and standards
What tool can interrupt a reactive process?
Effectively done performance evaluations
To improve future performance
Focus on what was learned
Performance evaluation is a key tool in
Holding employees accountable
A formal evaluation
Is a valuable opportunity to review overall performance
Framework for performance evaluation
Job description List of Major responsibilities How the job fits in with others Description of employee qualifications
Halo or horn
Let's the halo/positive or horn/negative influence ratings in another area
Review the evaluation report
Point by point Examples to support ratings Discuss specific work completed Overall rating Behavior
Central tendency effect
Rates everyone at the midpoint scale
Recency factor
Rates on the basis of a recent event
What will help you stay Connected and prepare employees?
Recognizing the evaluation process is ongoing
You and your employees should agree that all established goals are
Relevant Defined in order of importance Achievable in established time frame
Before the Evaluation interview you should
Review job description, duty list Performance criteria Goals
Steps to ensure employees understand the evaluation factors
Review the factors Discuss the rating standard Discuss the instrument and standards
Handling difficult discussions
Show concern and interest Focus discussion on job related issues Be firm if critical Back up negative feedback w/ facts/examples Don't argue or lose temper Keep cool if employee is defensive or aggressive
During the interview
State the purpose and goals of meeting Discuss ratings first then goals
Supervisors complain
That the process is time consuming and unproductive
Examples of evaluation factors
Timeliness of work Customer service
In a high pressure environment people tend
To be reactive and focus on the short term
What is in a critical incident log?
Weekly/monthly bullet log Positive/negative actions Confirmed goals Work output Achievements Employee support Recognition
How the job is done
What is satisfactory performance How will it be measured
