By Randi Toler Sachs
This article considers the method of functionality appraisal. It encompasses a three-step technique that encourages collaborative making plans and appraisal conferences and will aid readers to alleviate anxiousness, constitution the appraisal consultation, set pursuits and deal with promotions and disagreements.
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Extra resources for Productive Performance Appraisals (Worksmart Series)
This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional person should be sought. Library of Congress Cataloging-in-Publication Data Sachs, Randi Toler. Productive performance appraisals/Randi Toler Sachs. p.
Furthermore, you will actually make decisions about future assignments and goals based on what both you and the employee decide together. In Ed's "review" of Dan, not a word was said about preparing new goals for the coming year. Ed's reasoning may have been that because he was not promoting Dan and there were no problems with performance or productivity, a new goal-setting session would not be necessary. Ed is wrong, of course. Even the best performers should be given new goals to strive for, or their interest in the job may wane.
_______ _______ I discuss both what the employee has done right and wrong during a performance review. _______ _______ Page 10 CHAPTER 2 IT'S EASY AS ONE, TWO, THREE If you want to get the maximum value out of the performance appraisals you give, you have to put some effort into the process. An ideal performance appraisal is actually a three-step affair. Let's go over each individual step first, and then discuss why all three are needed to do the job right. Employees should be as prepared for appraisals as you are.
Productive Performance Appraisals (Worksmart Series) by Randi Toler Sachs