The Preparation:

• Give employee advance notice so that he /she can prepare for the discussi
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  It’s that time again! Perhaps the most dreaded management practice is the annual performance review. Whenever the subject comes up, out comes the groans from both managers and staff no matter what industry or type of company. Many say appraisals are like having a root canal – only more painful. It shouldn’t be.

  The following checklist is designed to guide managers and supervisors in preparing, conducting and following through on employee performance appraisal discussions.

  The Preparation:
  

  • Give employee advance notice so that he /she can prepare for the discussi
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    ct comes up, out comes the groans from both managers and staff no matter what industry or type of company. Many say appraisals are like having a root canal – only more painful. It shouldn’t be.

    The following checklist is designed to guide managers and supervisors in preparing, conducting and following through on employee performance appraisal discussions.

    The Preparation:
    

    • Give employee advance notice so that he /she can prepare for the discussi
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      aisals are like having a root canal – only more painful. It shouldn’t be.

      The following checklist is designed to guide managers and supervisors in preparing, conducting and following through on employee performance appraisal discussions.

      The Preparation:
      

      • Give employee advance notice so that he /she can prepare for the discussi
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        uide managers and supervisors in preparing, conducting and following through on employee performance appraisal discussions.

        The Preparation:
        

        • Give employee advance notice so that he /she can prepare for the discussi
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          s.

          The Preparation:
          

          • Give employee advance notice so that he /she can prepare for the discussion.
          • Review mutually understood expectations with respect to job duties and standards.
          • Observe job performance measured against these mutually understood expectations.
          • Take notes and keep records so you don’t rely on memory.
          • Avoid paying attention to some aspects of the job at the expense of other.
          • Review the employee’s background including, skills, work experience, and training.
          • Focus on performance areas that are the