Performance
Communication Process
Office of Human Resources & Payroll
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Points to Consider
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What is the Performance Communication Process
and why do we do it?
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Why are these communications so difficult?
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Why does this process so often fail to meet its
intentions?
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What are some common “errors” that occur during
this process?
Performance Communication Process
• VOICE – Virtue, Output, Integrity, Collaboration, Excellence
• Allows employees and supervisors to openly discuss
feedback in a formal way
• Designed to highlight and support each person’s
contributions to the WPI community
• Helps to measure skills, accomplishments, and
developmental needs
• Provides an opportunity for goal setting for the year ahead
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Worcester Polytechnic Institute
Performance Communication Process
• Supervisors gain an understanding of each employee’s ever
evolving strengths, abilities, and developmental needs
• Employees have an opportunity to assess their position and
set goals for the upcoming year
• A careful review stimulates interest and motivation for
improved job performance and professional satisfaction
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Worcester Polytechnic Institute
Common Struggles
• So why do we dislike performance reviews so much?
─ The process takes too long (good news, it is now much shorter!)
─ The process is pointless
─ Fear of confrontation
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Worcester Polytechnic Institute
Common Struggles
• What can we do to overcome these perceived roadblocks?
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Ensure a thorough self communication form – take your time!
Toot your own horn – highlight your achievements
Be humble – if there is an opportunity for development, seize it
Keep an open mind
Maintain a positive attitude
Ask questions and carefully consider your supervisor’s
comments and opinions
─ Give specific examples – keep emotions out of it
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Worcester Polytechnic Institute
Performance Ratings
• Trailblazer – Regularly goes above and beyond and
surpasses expectations of the position
• Solid Performer – Consistently meets expectations and
occasionally exceeds expectations
• Developing – Performing at an acceptable level of
performance and requires development in an area
• Needs Improvement – Inconsistent performance and/or
performing below expectations.
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Worcester Polytechnic Institute
An Effective Performance Appraisal …
• Acknowledges and celebrates strengths and
accomplishments
• Provides honest feedback for areas needing improvement –
focus on the future
• Clearly communicates expectations, and is part of the ongoing communication between supervisors and employees
• Results in merit increases that truly reflect the performance
of the individual
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Worcester Polytechnic Institute
Questions?
Your VOICE will be heard!
Thank You
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Worcester Polytechnic Institute