However, she did struggle to meet the number of customer surveys that she was expected to hold, even after reducing the target as a result of staffing shortages. Knowing her boyfriend was a basketball player, Schneeberger asked the intern if his working hard at every practice automatically meant he should start, and she was quiet.
Attendance and dependability How to Keep Your Performance Reviews Constructive A bit of psychology goes into writing a performance review that leaves both you and the employee feeling that the experience was valuable.
With a very limited exception, every employee must have some sort of positive commentary that can be said about them.
It also automatically solicits responses from managers, employees and peers for the review cycle.
Finally, unless you are dealing with an employee who has significant performance issues, your comments should have a positive and optimistic tone to help erode any emotion that the discussion has triggered.
Your annual review is the perfect time to confirm with your manager how much responsibility you have. If you're only addressing issues or focusing on the employees who aren't performing as well as others, you're missing an opportunity to express gratitude to those who shape innovation, creativity and the culture within your company.
The Harvard Business Review conducted research examining the effectiveness of 60 strategic-business-unit leadership teams at a large information-processing company. Instead, it should be a 2-way conversation where issues and concerns, as well as successes and plans for the future are discussed on equal footing by the manager and their direct report.
Build an agenda with these nine items so you get the feedback, information and support you need for your development, advancement and long-term career success.