Check Job description for accuracy. Ensure expectations are mutually understood. Keep notes and other documentation. Review progress frequently. 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. Central tendency Leniency Strict Halo effect Horn effect 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.