How to give Performance Reviews An Action Plan
Action Plan #1 February 26, 2003 Michael McNabb MLR 577 Performance reviews are rarely comfortable for the employee or the manager, but you can make them more positive by watching what you say. Performance reviews are one of the ugly realities in a manager’s life. ... Managers must go through not one but many reviews each year, and often they need to deliver criticisms that may or may not be well received. As managers, there’s little we can do about performance reviews, as they provide a foundation for the growth and development (and, of course, promotion) of team members. ... Change the dynamics Many times, the dynamics of the performance review process contribute to the mutual discomfort. ... However, there’s often little you can do to change the physical dynamics of the review process—the employee is still likely to regard a performance review about as highly as a visit to the dentist. ... In other words, as you undertake the performance review, say exactly what you usually say, but say it differently. ... " Most managers like to dish out ”action items,” and in the course of any performance reviews some of these items will emerge. Consider the message you’ll send the employee if you, the manager, take on some action items of your own—and those items are in the service of the employee. ... Make the most of the performance review process Performance is often a very difficult thing to measure, but until something better comes along, one-on-one reviews between manager and employee will remain with us. Put your employees ahead of the process in a way that unmistakably communicates your appreciation of who they are, and performance review time will leave you both satisfied Module 1 - Aligning with Business Drivers · Understanding organizations as systems. ... Module 3 - Setting Priorities & Managing Projects · Prioritizing Action: What to do, and When to do it. ... · Coaching for development and managing for performance. ... On major projects, where performance is critical, youll want to give as much supervision as is needed to ensure successful completion of the task. ... If youve been ignoring your employees, get into the habit of taking a few minutes every week (or every day) to say "hello" and chat for a minute or two If an employee has a personal problem affecting his mood or performance, try to find out what it is and how you might help. ... Quality Circles, used by Westinghouse and other major firms, are one way of putting this into action.