Identify Areas ForImprovement

From the Performance Assessments, you will be able to identify where the points that demand improvement from your employees are. These are exactly the points that need improvement and that you will address through well-targeted development strategies.

For an employee who has technical difficulties, you can indicate a company’s corporate education program, for example. For an employee who has been behaving inappropriately, constructive feedback or coaching may be the best solution to solving the problem.

 Use the appropriate phrases

Performance Appraisals are essential to provide employees with useful and transformative feedback.

However, not knowing what to say or write can make the process painful and ineffective. That is, the incorrect approach can be worse than not evaluating.

That’s why we’ve separated some examples of effective phrases for Performance Appraisals from the book Effective Phrases for Performance Appraisals: A Guide to Successful Evaluations.

Focus on the most frequent performance rather than the entire review period

For the assessment to be fair, it is essential that the entire period is analyzed and not just the latest events.

Imagine that an employee had a great performance during the last 5 months, but had a drop in performance in the last 15 days. It would not be fair and realistic for the assessment to be based only on these two weeks preceding it.

In this sense, it is essential to have some recording tool so that feedback and other employee data are not lost over time.

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