Performance Appraisals

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This week we are reading How to Be Good at Performance Appraisals: Simple, Effective, Done Right. If you supervise people, you should read this book. As we are talking about investing in employees this month, how to perform good (effective!) appraisals is paramount. This book is intended for managers and supervisors. As author, Dick Grote states, “if you have people who report to you, you’re a manager…As the manager, you’ve got to tell the people who report to you what to do and explain how you want it done.” Not only that, but as a manager/supervisor you have to help your team set goals, understand expectations, evaluate work, to name just a few. There is no better way to communicate this information than through an employee appraisal, or review. Grote suggests, after the initial meeting for goal setting and job requirements, these appraisals should be done at the end of ┬áthe year. He gives a fair amount of advice on how exactly to handle these reviews. Grote suggests that appraisals are difficult because a manager is sitting in judgement on someone on their team. However reviews come with the territory, so it’s best to know up front how to handle these meetings. With the necessary skills, these annual evaluations will increase efficiency, and thus profit, in any organization. Once a manager gains the knowledge needed, they will be able to walk into the review with confidence knowing that they must lead their team, and to do this effectively, there must be a performance review.

Do you perform annual reviews? We created a form for this, if you would like a copy just send me an email (info@laserfocuscoaching.com) and I would be happy to share that with you.

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