Source: HBR
Which is worse: receiving a performance review, or giving one? At
least with the latter you have some control. When you're the one
conducting the review, try doing these three things to make it a
productive experience.
Set expectations early. Make employee-evaluation practices clear at
the beginning of the year with individual performance planning
sessions.
Set the right tone. Everyone hates the "feedback sandwich":
compliments, criticism, then more niceties. Deliver a positive message
to your good performers by mainly concentrating on their strengths and
achievements. Confront poor performers and demand improvement.
Avoid money talk. If possible, don't mention compensation during the
review; but if you must, divulge the salary information at the start
of the conversation.
Which is worse: receiving a performance review, or giving one? At
least with the latter you have some control. When you're the one
conducting the review, try doing these three things to make it a
productive experience.
Set expectations early. Make employee-evaluation practices clear at
the beginning of the year with individual performance planning
sessions.
Set the right tone. Everyone hates the "feedback sandwich":
compliments, criticism, then more niceties. Deliver a positive message
to your good performers by mainly concentrating on their strengths and
achievements. Confront poor performers and demand improvement.
Avoid money talk. If possible, don't mention compensation during the
review; but if you must, divulge the salary information at the start
of the conversation.
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