Performance Feedback

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Case 3 “Performance Feedback Now and Then” page 523 of your text. Please answer question 1,2,3,4, and 5. Answer not to exceed 4 pages. Use bullet responses where appropriate.
Provide feedback continuously and address/manage performance problems when they occur. 1. Set performance goals, make development plan with employee 2. Monitor employee progress toward goals.

3. Provide coaching, training, education as needed
4. Conduct annual performance appraisal against goals and develop plan activities 5. Establish a development plan for next year or next period of time. Develop improvement strategies and problem solving.

The performance review is for the following:
1. Give employee opportunity to discuss performance and perf standards 2. Addressing employee strengths and weaknesses
3. Identifying and recommending strategies for improving performance 4. Discussing personnel decisions such as compensation, promotion and termination 5. Defining regulatory requirements and discussing compliance methods. The periodic performance review has two purposes; administrative and developmental. Administrative purposes use information to make decisions regarding promotion, termination, compensation. Developmental purposes relate to using information to improve performance, identify strengths and weaknesses and then allow it to become the basis for developing improvement strategies. Establishing criteria:

* Clear job expectations
* Clear performance standards
* Shared understanding of job description and job expectations * Identify specified measurable criteria by which performance will be evaluated. * Criteria – should have strategic relevance to the organization as a whole

Collecting Job Performance Data
Alternative approaches to performance data collection
* Employee self evaluation – very effective when manager is seeking to obtain involvement of employee in appraisal process – don for developmental rather than administrative purposes * Employees evaluate bosses – useful for developmental purposes * Team based appraisal – sends message that the org values team performance * Multi source appraisal or 360 – useful for developmental purposes, emphasis on aspects of performance valued by the org * Recognition of the importance of customer focus

* Consistency with team development initiatives
* Contributor to employee involvement and development
* Minimal bias
Conducting Effective Performance Management Interviews
Techniques for valuable performance evaluation
1. Conduct appraisal on an ongoing basis
2. Evaluate the frequency of formal performance appraisal 3. Prepare for performance appraisal.
4. Manager should have a set of clear goals, data, strategy for presenting information, anticipate reactions 5. Use multiple sources of information – like 360 degree appraisal, get info from several sources. 6. Encourage employee participation – self appraisal

7. Focus on future performance and problem solving
8. Focus on employee behavior and results not personality traits 9. Reinforce positive performance
10. Ensure performance management supported by senior managers 11. Plan follow up activies, expected out comes and timetables.

1. How should Ms. Turtle prepare for performance review of Ms. Kopalski? Personally, how should she prepare to maximize the effectiveness of the review?

Techniques for valuable performance evaluation
1. Conduct appraisal on an ongoing basis
2. Evaluate the frequency of formal performance appraisal 3. Prepare for performance appraisal - Manager should have a set of clear goals, data, strategy for presenting information, anticipate reactions 4. Use multiple sources of information – like 360 degree appraisal, get info from several sources. 5. Encourage employee participation – self appraisal

6. Focus on future performance and problem...
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