Emeeting dating script review

Describe exactly what you’re looking for from the employee and exactly how you will assess the performance.

Discuss with the employee her role in the evaluation process.

Your periodic discussions about performance need to focus on these significant portions of the employee’s job.

You need to document this job plan: goals and expectations in a job plan or job expectations format, or in your employer's format.

If your organization’s performance review process includes an ​employee self-evaluation, share the form and talk about what self-evaluation entails.

Make sure that you also share the performance review format with the employee, so she is not surprised at the end of the performance review time period.

Instead, you are responsible for documenting positive occurrences such as completed projects, and negative occurrences such as a missed deadline, during the entire period of time that the performance review covers.

In some organizations, these are called critical incident reports.

Aim to make the contents of the performance review discussion a re-emphasis of critical points.

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While performance review methods and approaches differ from organization to organization, universal principles about how to talk with an employee about his or her performance exist.

These tips are applicable in your daily conversations with employees.

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Avoid the horns and halo effect in which everything discussed in the meeting involves positive and negative recent events.

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