Jeff McLanahan
Contributing Writer
Service Experts/Enercare

It is that time of year again. It is time to conduct year-end performance appraisals with employees. While many managers dread this task, let me assure you that many employees are not looking forward to it either.

All too often, employees interpret this feedback as criticism, and not the constructive kind. This is primarily due to the manner in which the feedback is delivered.  To help make your feedback more effective, here are a few dos and don’ts.

DO:

Be supportive. Provide feedback in a non-threatening manner. Let employees know that you value their contributions to the team/company and want to encourage them to do better.

Communicate professionally. Do not use language that can be received as demeaning or insulting.

Be direct and provide examples. When discussing issues during the appraisal, use specific examples to illustrate your concerns.

Be helpful to the employee. Offer suggestions to the employee on how they can begin addressing the issues discussed such as training or mentoring.

Follow up in a timely manner. The year-end performance appraisal should not be the only time a discussion of this kind takes place. Set aside time at regular intervals to discuss progress on issues or needed course corrections.

DON’T:

Be aggressive. You may need to be firm and even assertive when relaying your feedback but if you want it to be effective, avoid being aggressive or being construed as aggressive.

Be general. For feedback to be effective, it needs to be directed towards definable behaviors, not broad, less tangible issues.

Don’t make it personal. Discuss observed areas to improve performance, not perceived character flaws that are subjective and can be seen as attacks.

Be insensitive. Don’t discuss the appraisal within earshot of others. Find a private area such as an office to conduct this one-on-one discussion.

Be driven by selfishness. The purpose of the appraisal is to recognize good and great performance and help the employee improve in areas with less that good performance. It is not a time for punishing employees for mistakes.

Make the year-end performance appraisal a better experience for the employee and yourself this year!