Employee Performance Appraisal – A Simple Practical Guide

Annual employee performance reviews don't have to be so difficult. This video is a step-by-step guide that helps managers and employees prepare to write, deliver and receive a useful and positive employee performance review.

Most people would rather have a root canal than participate in an annual employee performance review.

The reasons why employee performance reviews are so difficult are simple:

1. Most managers do not provide timely and balanced feedback (positive and negative) throughout the year.
2. Many employees don't ask for feedback regularly
3. Too much information is provided during the annual employee performance review.
4. And as crazy as it sounds, managers and employees haven't agreed to give and receive regular, candid feedback.
Employee performance reviews don't have to be the worst day of the year.

Here are four steps to ensure employee performance reviews are useful and positive:

1. Managers and employees must be willing to give and receive balanced and candid feedback. Don't assume that the agreement to speak honestly is implicit, make it explicit.
2. Managers, be honest and courageous. Don't give a five to an employee who is actually a three. You're not doing anyone any favors. Employees want to know how they are really doing, even if the feedback can be painful.
3. Managers, focus on three things the employee did well and three things to do more of next year. Any additional contribution is overwhelming.
4. Managers, schedule a second conversation a week after the employee performance review, so employees can reflect and process what you said and discuss it further, if necessary.
The key to being able to speak up during an employee performance review is as simple as agreeing that you will and then being receptive to everything that is said. And don’t make feedback conversations a one-time event. If you do a rigorous workout after a long period of inactivity, you often won't be able to move the next day. Feedback conversations are no different. They require practice for both manager and employee to be comfortable.

Learn more about Shari Harley and Candid Culture's communication skills training programs and keynotes at http://www.candidculture.com.

Learn more about Shari Harley at http://www.candidculture.com and http://www.howtosayanythingtoanyone.com.

About Shari Harley

Shari Harley is the founder and president of Candid Culture, a Denver-based training company that brings candor back to the workplace, making workplace feedback easier. Harley is the author of the business communications book How to Say Anything to Anyone: A Guide to Building Business Relationships that Really Work. She is a keynote speaker at conferences and provides feedback training throughout the United States.

Learn more about Shari Harley's feedback training at http://www.candidculture.com and http://www.howtosayanythingtoanyone.com.
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Employee Performance Appraisal – A Simple Practical Guide

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