Performance Appraisal (2)

Performance appraisals are an opportunity for you and your employee to sit down together to work on performance goals and issues.

• Think of the review process as a partnership with your direct report.

• It is important to involve them in every stage of the appraisal process

If the leader has set clear goals at the start of the year and has been giving regular feedback throughout the year then there should be ‘no surprises’ during the end of year performance review [Ranjit Das]

The Facilities.

Is it normal to complain about the facility as an excuse for any bad performance we did, so our performance like now? Probably what more worthy of us to do is seek forgiveness (beg pardon of the Almighty), because we can not maximize the facility to achieve high performance like Doug Landis [http://www.mouthart.com/mouthart/frame_story.html]

Performance Appraisal

The basis of employee development is a performance appraisal. Thus the performance appraisal system will greatly affect the quality of employee development. Unfortunately many organizations treat the performance appraisal not as daily activity, but considered as an yearly activity as the basis of compensation/incentive and employee development. Whereas if the performance appraisal is done every time a task accomplished by staff then the strength and weakness of staff will soon be known, so the appropriate development programs will be earlier known.

Assessing the quality of staff's work would be very time-consuming if the Boss should do this by his/herself. Surrendering this task to staff is a good idea, the boss just give the point.