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Performance Evaluations: Read First, Discuss Second When the employee has an opportunity to preview the evaluation meeting by reading the document, they are less likely to be shocked, defensive, or both. You can increase employee participation by asking few simple questions and make the performance evaluation less painful. Just Ask and Listen Asking questions is one of the most powerful skills you can master as a leader. If you are asking open-ended, thought provoking questions, you are likely to leave the conversation with more information than you started with and enhanced goodwill between you and the other person. 10 Questions that Get Employees Talking During a Performance Evaluation Open-ended questions are the best way to get an employee performance evaluation going. By encouraging employees to participate you can increase motivation and involvement. This article shares 10 questions to help you get started. Inheritance Surprise! Has this ever happened to you? You inherit an employee who has a history of performance challenges, and the previous supervisor has not addressed and/or documented the behaviors. Here are some practices to avoid the "inheritance surprise." Performance Evaluation Meeting: Stop Talking, Start Asking This article explores ways to make a performance evaluation meeting less painful and more meaningful--for both the supervisor and the employee. Remember it is critical that the employee have an opportunity to contribute to the discussion. What Do You Expect? Clear expectations are an essential part of performance management. The clearer your expectations, the more likely your employees will be able to meet them. Here are a few steps for establishing your expectations. Expectations Change Change is inevitable. It is important to consistently meet with employees to keep goals up-to-date. Follow these steps to make sure your performance expectations change with the times. Are you documenting? Documentation is the basis of performance evaluations. Listed are a few simple ideas to make documenting employee performance a little easier. Stop Staring at the Computer! Creating well-written performance comments can be tricky. Here are a few tips for writing comments on the performance evaluation document. Performance Management is Hard Work! Discipline is a key factor in performance management. Here are some guidelines that distinguish a disciplined manager. A Holiday Gift that Costs Nothing Employee recognition is an important part of performance management and communication. Here are a few ways of providing employees with praise and positive feedback. End of the Year Performance Evaluations Performance evaluations can often be difficult because supervisors fail to follow three basic rules. Do you know the rules? Setting Performance Goals Use these tips to help develop goals and expectations that are supported and embraced by employees. Remember, goals and expectations should be set with employees and not for them. Conducting Performance-related Discussions When an employee's performance is not meeting your expectations it must be addressed immediately. Before discussing the employee's performance, ask yourself these few critical questions. Performance Documentation Maintaining complete and legally defensible performance documentation is the first step to performance evaluations. Use these examples to maintain appropriate employee files. Involving Employees in Performance Management Here are some ways to encourage communication and trust between you and your employees. Finding Time to Manage Performance Performance management must be a constant concern in order for employees to receive the feedback and tools they need to ensure high performance. Use these tips for making performance management a high priority. Conducting Mid-Year Performance Evaluations Good performance starts with persistent performance management. Try a few of these ideas to ensure that your employees are getting frequent and clear performance feedback. Focus on Employee Behaviors to Get Results Effective supervisors discuss employee performance in behavioral terms, rather than mentioning attitudes. Here are some examples of various behaviors and attitudes to be aware of. Performance Management is about the Conversation Have you ever avoided a conversation with an employee about something because you were uncomfortable about bringing it up? Remember to use these tips next time you see an employee behavior that needs to be changed. Hitting for the Cycle as a Performance Manager Using the steps in the performance management cycle leads to higher levels of performance from employees. The performance management process must be followed in order to have effective management. Are you using these steps in your process? Talk about Rating Differences Speak with your employees about upcoming performance evaluations. Don't miss the opportunity to communicate your expectations and discuss performance ratings. As a supervisor, you must help the employee understand the subtle differences in the rating categories. Dialogue between supervisor and employee is vital and must be an important part of the process if the performance evaluation tool is to be used effectively. Using an Employee’s Input to Write a Performance Evaluation When writing performance evaluations for your employees, soliciting the employee’s feedback before you begin writing can provide you with helpful and specific input. Here some tips for obtaining and using employee input in the performance evaluation. Have a Painless Performance Evaluation Discussion Employee performance evaluations tend to be one-sided. Following this easy agenda, you can involve the employee in this important discussion. Conversational Performance Evaluations When writing performance evaluation comments, it is important to remember to write to the employee. This can aid in building trust and rapport between yourself and your employees. Here are some examples of conversational performance comments. Can Performance Evaluations Really be Painless? A painless performance evaluation is defined by three concepts. These practical steps can transform your organization into one where employees actually look forward to their evaluations. Getting Through: Making Your Expectations Clear It's easy to be misunderstood. Use this simple framework to make your performance expectations clear to employees. Goal Setting Time! Where Do I Start? Setting performance goals with employees enhances buy-in and commitment. This article defines the kinds of performance goals that are appropriate in the performance planning process. Just What is a "Performance Problem" Anyway? Improving communication between managers and employees, enabling them to express expectations more clearly. Setting Mutually Developed Performance Goals with Employees Performance goals, when developed with employee input, can be a powerful motivator. Follow these steps for creating an environment where the development of performance goals is shared. 10 Tips for Creating a Public Sector Leadership Development Program This article defines the essential elements of effective leadership development efforts in public agencies. The tools presented here are applicable to any organization seeking to develop leadership talent. Helping Supervisors become Performance Managers How does your organization prepare supervisors to manage employee performance? Supervisory training and development programs play a critical role in helping supervisors become performance managers. The purpose of this article is to provide five tools that will lead supervisors to become better managers of employee performance. Managers: Ask, Don't Tell Managers who direct employees miss out on an opportunity to capitalize on their employee's ideas. The best managers ask more than they tell. Motivating Employees: You're Kidding, Right? Achieving higher levels of performance by utilizing what motivates individual employees in the work enviornment. Beware and Prepare: The Government Workforce of the Future Public sector human resource professionals must wake up. Current economic conditions, along with shifting demographics, will no doubt impact their organization in the next five years. Those professionals who anticipate these changes and propose solutions to these issues will become the heroes of their organizations. The crisis can be diverted and public sector organizations can prosper, but only through proactive staff development and retention efforts. What's Trust Got To Do With It? Never before has the issue of trust been more of a challenge for leaders and yet, few leaders know where to start to build it or to repair it. Leaders who understand the need to manage and develop the talent of their staff members ensure that the future of their organization is secure. Five Ways to Earn Your Employee's Respect When employees complain, there are common themes. This article provides strong advice on how to address the most common employment concerns of employees. "Managers, Do You Lie to Them?" If you are a manager working to gain the trust of your workers, please keep in mind that it's harder than ever before. This article shares a few things you can do to increase the levels of trust within your organization. Employee Owners vs. Employee Renters: Which Do You Employ? Employees who are engaged and committed to the enterprise lead to higher levels of retention and increased productivity. Five Tips for Creating Employee "Owners" Loyal employees who are dedicated to your organization are those who see their work relationship as a long-term proposition. Handling Tough Questions from Tough Audiences This article shares a few things experts do to win over their tough audiences. The Four Cultures of Employee Retention This article explores the four essential elements of organizational culture that foster high levels of employee retention. Practical strategies for developing these cultures in your workplace are also provided. How HR Professionals Can Get Top Management to Listen Human resource professionals can play a powerful role in the leadership of an organization. However, they must be respected by top management. This article outlines key principles in getting management to listen. Five Ways the HR Department Can Earn Employee Respect Today’s human resource departments are fighting for credibility. Here are five actions many HR departments could take to build respect in the eyes of their employees. Read My Mind Setting clear expectations is an important part in performance management. Try using a few of these tips to ensure that employees understand the expectations against which their performance will be evaluated. Creating Momentum Here are some useful questions to ask yourself and your team to help build momentum. Providing vision and an energetic workplace is vital for employee performance. It's Not My Father's Workplace Anymore Managing in today's workplace can create a major challenge because of the integration of multiple generations. Here are some insights and helpful tips to help better manage your employees. Do Your Goals Get Away From You? Use these three recommendations about performance-related goals to help establish clear expectations and improve employee performance.

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