Process of giving formal feedback to employees about job performance

Feedback documented with company form

Usually happens once a year

Give feedback on past performance Help employee improve quality of work Achieve potential for future

performance Motivate employees Serve as record of performance

Raises Promotions Discipline

Gives time for supervisor and employee to talk

Employee receives recognition for work Identifies training needs Feedback on success of selection

process Helps identify needed updates for job

descriptions

(1) Tell me what you want me to do(2) Tell me how well I have done it(3) Help me improve my performance(4) Reward me for doing well.

What is an employee supposed to do to help group accomplish objectives? Job description Critical elements of

jobs Goals and objectives

Establish & communicate

expectations for performance

Establish & communicate standards for performance

Set expectations that are (SMART) Specific Measurable Attainable Realistic Timely

Objective Job-related

Establish & communicate standards for performance

Based on behaviors, not person

Within employee’s control

Related to specific tasks

Communicated to employee

Know your company’s process and form

Gather information about performance ONGOING BASIS Keep a folder on each

employee with both positive and negative

Use self-appraisal Avoid bias

Observe and measure individual

performance against

standards.

Generalizing one positive or negative aspect of person's performance to the entire performance

Every employee is an individual Don’t make assumptions

Consider others more positively because they are like you

Comment on both right and wrong behavior

Be specific Help employee find

ways to improve Comment on the

behavior, not the person

Reinforce Performance or

Provide Remedies

Inadequate skills Lack of effort External conditions Personal problems

Set expectations that are (SMART) Specific Measurable Attainable Realistic Timely

Ex: Decrease customer complaints by 5% within 6 months