Self Appraisal

Performance Appraisals & Phrases For
Dummies
From Performance Appraisals and Phrases For Dummies by Ken Lloyd
Workplace performance appraisals and reviews can often be challenging for managers
and supervisors. These checklists and tips help guide you through preparing for
performance evaluations, conducting employee reviews, avoiding common appraisal
mistakes and pitfalls, and following up with employees after the appraisal is complete.
Preparing to Appraise Job Performance

When conducting performance appraisals in the workplace, make sure that you are well
prepared to assess your employees’ performance and deliver your evaluation. Use this
checklist to help you provide meaningful, motivational, and lasting feedback for your
employees.
• See yourself as a leader. If you approach the appraisal process as your

employees’ buddy, you’ll have difficulty being objective — and they’ll have
difficulty accepting your feedback.
• Set positive expectations. If you expect performance appraisals to go smoothly,
effectively, and productively, it’s far more likely that they will.
• Spend time with your employees. The more familiar you are with your
employees and their performance, the more accurate and acceptable your
feedback will be.
• Know the system. Look over your company’s performance appraisal system and
be sure you know exactly how it works.
• Back-time the process. Set the dates of the appraisal sessions first, and then work
backward to establish the benchmark actions that you need to complete before
meeting with the employees.
• Gather and review all the relevant data. Look through your notes and
supplement them with your employees’ job descriptions, last year’s appraisal, the
objectives that you established with your employees, each employee’s file, and
your employees’ self-evaluations and 360-degree feedback forms (if you use
them).
• Complete the evaluation forms. Start with written comments and phrases, and
then select numerical ratings that fit what you’ve written. Review the
recommended raises, if any, and then finalize the evaluations.
• Plan the agenda for the meeting. Be sure to provide extra time at the end to
complete the discussions and answer all questions.
How to Conduct a Performance Appraisal in the

Workplace
As you conduct performance appraisal sessions as a manager or supervisor, use the
following guidelines to help you increase the likelihood of having a positive and
productive exchange with your employees.
• Open on an upbeat note. Start the discussion with friendly greetings — this sets
the tone for the rest of the session.
• Lay out the framework. Let employees know the topics you plan to cover, as
well as the order in which you plan to cover them.
• Ask for questions. This will raise employees’ comfort level and eliminate
nagging issues that could distract them.
• Focus on performance. Keep your feedback focused on your employees’
performance, especially in terms of meeting objectives, achieving results,
handling critical incidents, and developing competencies.
• Discuss the evaluations. Walk through the evaluations with your employees and
provide them with specific information regarding the rationale behind your
ratings. If you use self-evaluations, discuss the points where you and your
employees agree and disagree.
• Listen actively. Rephrase and summarize what your employees say, to make sure
you truly understand them.
• Clarify the overall ratings. Discuss the overall ratings with your employees and
provide specific information regarding the criteria that you used to determine
them.
• End the sessions positively. Summarize the discussion, ask for final questions,
set follow-up dates for goal setting, have the employees sign hard copies of the
evaluations, and end with positive expectations.
How to Follow Up after a Job Performance Appraisal

Session
After you’ve conducted and completed performance appraisal or evaluation sessions with
your employees, it’s time to shift your focus from their past performance to their future
performance. These tips will help you to manage your employees more effectively and
ensure that they meet future performance goals.
• Set performance goals with each employee. These goals focus on the
employee’s specific performance on the job, such as his productivity, output,
results, competencies, and behaviors.
• Set developmental goals with each employee. These goals focus on building the
employee’s expertise, skills, and abilities. The idea is to make strengths even
stronger, as well as to develop the areas in which the employee’s knowledge and
skills are deficient.
• Create real goals. Real goals are specific, achievable, prioritized, measurable,
supported by action plans, aligned with the company, linked to your goals, and
accepted by you and your employees.
• Wander around. Your effectiveness in the performance appraisal process, as
well as your effectiveness as a manager, will be greatly enhanced if you spend
time working directly with your employees, observing their performance, and
maintaining a high degree of contact and communication with them throughout
the evaluation period.
• Be a coach. Take the time to regularly recognize your employees when they’re
performing particularly well, and to provide them with formal and informal
coaching, guidance, feedback, direction, and follow-up not only to further build
their strengths, but also to upgrade their performance in areas where it has fallen
short.
• Remember your role. You are your employees’ central role model, and that
makes you their most compelling trainer.
Effective Words to Use in a Workplace Performance

Appraisal
As you appraise an employee’s performance, you can pack a powerful punch if you use
certain key words. Here are the most effective words you can use in a variety of job
performance appraisal categories:
• Quality and quantity of work: accuracy, thoroughness, productivity, and goal

attainment
• Communication and interpersonal skills: teamwork, cooperation, listening,
persuasion, and empathy
• Planning, administration, and organization: goal setting, prioritizing, and
profit orientation
• Leadership: accessibility, responsiveness, decisiveness, collaboration, and
delegating
• Job knowledge and expertise: knowledge base
, training, mentoring, modeling, and researching
• Attitude: dedication, loyalty, reliability, flexibility, initiative, energy, and

volunteering
• Ethics: diversity, sustainability, honesty, integrity, fairness, and professionalism
• Creative thinking: innovation, receptiveness, problem solving, and originality
• Self-development and growth: learning, education, advancement, skill building,
and career planning
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Performance Appraisals & Phrases For

Preparing to Appraise Job Performance

• See yourself as a leader. If you approach the appraisal process as your

How to Conduct a Performance Appraisal in the

How to Follow Up after a Job Performance Appraisal

Effective Words to Use in a Workplace Performance

• Quality and quantity of work: accuracy, thoroughness, productivity, and goal

, training, mentoring, modeling, and researching

• Attitude: dedication, loyalty, reliability, flexibility, initiative, energy, and

Read more: http://www.dummies.com/how-to/content/performance-appraisals-phrases-

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