Your employees will thank you for providing this proven tool to improve appraisal effectiveness.
Performance appraisals are a standard part of your job, but making sure your therapy managers all consistently perform top-notch appraisals can be a challenge. Take a look at this before and after checklist from Bill Repp, author of the nationally syndicated column Working Best, based in Rochester, N.Y.
Help your managers out by providing a guiding checklist to use for every performance appraisal.
Before the Appraisal Meeting:
· Give the employee sufficient advance notice of the appraisal meeting.
· Ask the employee to be prepared to appraise his own performance.
· Tell the employee that the purpose of the meeting will be to help him improve his performance on the job.
· Review the appraisal, making sure you objectively appraise the employee’s job performance and focus only on the employee’s job performance.
· Schedule the meeting behind closed doors (office, conference room, etc.).
During the Appraisal Meeting:
· Let the employee raise questions and make comments.
· Ask open-ended questions.
· Ask the employee for his self-appraisal in specific areas of responsibility.
· Clarify the employee’s responsibilities and areas of authority.
· Discuss areas that need improvement.
· Ask the employee how he thinks he can improve. Then, offer suggestions.
· Make a specific action plan for improvement.
· Summarize the performance review.
· Give the employee a clear idea of what will happen next.