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Listen without Defensiveness. Listen carefully to every point of your annual employee evaluation during the meeting with your supervisor. Review Your Job Description. Calmly Rebut Unfair Comments. Acknowledge Positive Feedback. Suggest a Follow Up Meeting.
First steps: Take notes and ask for clarification Get specific examples of instances when your performance did not meet expectations. Make the effort to keep your response professional and to the point, asking if you could set up an appointment to talk once you've had a chance to read the review and think about it.
Assess achievement of objectives. You will likely have set yourself goals to achieve this year, in collaboration with your manager. Describe your accomplishments. Identify areas for improvement. Suggest areas for professional development.
Set goals with not for the employee. Employees who help set their own goals are more motivated to achieve them. Use the SMART formula for setting goals: Tie individual goals to departmental goals. Assess the employee's competencies. Consider the employee's long-range professional goals.
Supervisor's Role in the Performance Management Process: Planning: Explain to the employee how s/he helps the department attain its goals. Work with the employee to define key result areas, goals, and performance standards. Help employees with performance deficiencies to meet expectations.
A manager must possess leadership skills to be effective. It's important, therefore, to evaluate a manager's ability to appropriately communicate and interact with others, outline expectations and provide direction to ensure employees' work meets expectations.
1) Team Member Feedback. 2) Team Turnover Rate. 3) Project Delivery Success Rate. 4) Conflict Resolution Rate. 5) Team Development Rate.
Watch employees work. One of the most effective ways to monitor an employee's performance is with your own eyes. Ask for an account. Help employees use self-monitoring tools. Review work in progress on a regular basis. Ask around a little.
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