Performance.Reviews

Always review performance goals and objectives more frequently then your organization requires. This ensures that you are always staying on top of this.

If you have an employee that is in the final stages of their career and is preparing for retirement, performance reviews and performance feedback are likely to be less important to their job satisfaction. If this is the case, then

Yearly Performance Goals

Providing Negative Feedback

Providing negative feedback needs to start way before the actual feedback. It needs to begin with establishing some amount of trust with the person. Feedback should never be a total surprise; if it is, the manager or supervisor is partly at fault.

Constructive feedback. Identify the problem and present plans for improvement.

  • Feedback needs to be DIRECT and CLEAR. The person cannot walk out of the discussion not understanding what just happened.

  • There needs to be planned follow-up. 1 week, 1 month (or next 1on1).

  • Listening. Need to stop and listen to the person. Chances are they are nervous, stressed out, or anxious.

Providing Bad News (or new that someone might take badly)

  • Having to lay off or fire someone.
  • Having to change the job someone is doing, or the project they are on.