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Check Job description for accuracy.
Ensure expectations are mutually
understood.
Keep notes and other documentation.
Review progress frequently.
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Provide ongoing feedback.
Observe performance.
Be prepared for performance review
discussion.
 Realistic
 Measurable
 Observable
 Challenging
 Prioritized
 Be objective.
 Include all employees.
 Provide complete and
accurate information.
 Document regularly.
 Goal setting
 Designing action plans
 Identifying strengths
and weaknesses
 Tackle contentious issues.
 Formalize forward planning.
 Encourage self-appraisal.
 Give positive feedback.
 Work collaboratively to set goals.
 Encourage professional development.
 Formal step in an ongoing dialogue
between employee and supervisor
 Not a disciplinary or wage review meeting
 Provides an opportunity to
 air concerns
 talk about careers
 discuss learning opportunities
 set goals
 be inspired
 Review previous performance agreements
 check the current job description for
accuracy.
 Review notes about past performance,
highlighting positive areas of individual
achievement.
 Give plenty of notice.
 Invite them to the interview yourself.
 Meet in a neutral environment.
 Allow ample time; show your team member
that you take this meeting seriously.
 Close the door to ensure privacy.
 Don’t take phone calls or allow
interruptions.
 Use positive body language.
 Start with a positive contribution.
 No surprises or bombshells!
 Be sincere.
 Be specific.
 Make it personal.
 Be open to detail.
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Central tendency
Leniency
Strict
Halo effect
Horn effect
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Recency
Similar to me
Comparison/contrast
First impressions
Length of service
 Avoid wage and salary reviews.
 Address one specific issue or activity at a
time.
 State your observations clearly and calmly.
 Avoid sounding accusatory.
 Try to see their perspective.
 Resist the urge to speak yourself.
 Reflect before responding.
 Show interest and encouragement.
 Summarize the discussion.
 Empathy - the ability to put yourself in
someone else’s shoes to understand the
situation.
 Sympathy - sharing the situation,
embracing any problems and making them
your own.
 See weaknesses as opportunities to learn
 Set goals and agree on desired outcomes.
 Visualize success with specific, measurable
goals.
 Collaborate.
 Include a realistic schedule and budget.
 Build consensus between both parties.
 Reinforce your commitment to their
continued success.
 Sign documents – no further changes
should be made without the consent of
both parties.
 Signature of employee does not imply
agreement.