Achieving Goals_ Define and Surpass Your High Performance Goals - Kathleen Schienle [30]
Interact with employees daily: This allows the lines of communication to stay open between you and your staff, which yields better results.
Ask, don’t tell: Asking your employees questions shows that you’re interested and that what they have to say matters.
CHAPTER 5.
EVALUATING GOAL ACHIEVEMENT
Casual feedback and monitoring strengthens your staff: It helps them to focus on achieving goals and makes them more comfortable with evaluations.
Evaluations are not one-size-fits-all: The use of both individual evaluation and comparative evaluations can make for a clearer picture of an employee.
Be fair: While performance evaluation can vary, it should always aim to measure an employee’s ability to reach goals in a fair and consistent way.
When doing performance evaluations, be aware of pitfalls: central tendency error, contrast effect, halo effect, leniency or harshness error, personal bias error, and recentness of events error.
A formal review has a purpose: It can help a manager analyze underlying causes that have led to an employee’s degree of success.
A standard performance evaluation has the following steps: Announce the reviews; schedule the appointments; compile the data; request self-evaluations; hold the reviews; address goals; set follow-up discussions; submit reviews.
Not meeting goals is not “failing”: If tasks have been completed to achieve an objective, then set a revised time frame or a more realistic benchmark for your goals and proceed; you’re almost there!
Don’t forget your own goals: It’s important to motivate and engage your staff, communicate effectively, use resources efficiently, and provide thoughtful—and constructive—feedback.
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