Are you responsible for performance appraisals?
One of the best sporting events for observing team performance is the NFL Super Bowl. The two teams must be totally focused on their mission, carrying out all details, large and small, which comprise performance excellence and, ultimately, success.
By the time they’ve reached the Super Bowl, players have undergone extensive training covering every aspect of their responsibilities from different members of the coaching staff. Responses to various situations become second nature and the team which executes the best wins.
The correlation to the workplace is that coaching to enhance performance may not be as consistent and immediate as in the sports world. Formal performance assessment may only take place sporadically or once or twice a year.
Too often, the performance appraisal becomes just another task on the manager’s to-do list and can be pushed off side easily when “real” work issues arise. But, when it is considered an integral part of team management and productivity, trust builds between the manager and the direct report, strengthening both individual performance and team success.
We’ve created a short video which pokes some fun at a performance meeting with an ill-prepared manager. The second part shows what can result when performance appraisal is done properly, is prepared for and is considered a priority for the manager.
The Performance Appraisal Zone
The performance appraisal is one of the most important, ongoing relationship building meetings for employees. It’s the opportunity to reinforce productive behaviors and to evaluate areas where performance can be improved.
People want to know “how am I doing?” and “how can I improve?” the way in which these answers are presented is equally important as the answers themselves.
CMI can help your professional team get ready for these critically important interactions in terms of providing either instructor-led workshops or online training for:
- preparing organized and accurate written documents
- working through challenging situations
- practicing for the actual meetings
- improving the productivity of the performance process
Friday, February 10th, 2012 | 3:20 pm
Filed under Communication.
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