Performance Appraisal Tool Kit

Principles For Giving Feedback
Performance should always be evaluated against previously established performance objectives. Some areas to evaluate are:
Results in achieving objectives
Progress towards objectives
Effectiveness
Methods and procedures used to achieve objectives
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Tips on Giving Feedback
Concentrate on observable behaviors
Avoid absolutes (i.e. always, never) when you are communicating about behavior
Be concise and specific"When you did this... it had this effect... and the wider benefit/consequence was... This is what I would like you to do next time... "
Use evidence to support your evaluation
Suggest alternatives when determining what changes to make
Direct the feedback to controllable areas
Check for understanding and clarity
Open on a positive note; close on a positive note
After providing feedback, ensure:
· Both parties understand each other's view of the employee's performance and arrive at an evaluation
· There is a foundation for the next year's objectives and development needs
· Information is available that can be used for salary decisions and succession planning
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Addressing Difficult Responses to Feedback
Anger/AttackAcknowledge the anger and solicit the person's feedback. You may need to clarify that the review process is about behaviors and results, not about the person's character.
Example:"It sounds like you're angry about this process. Can you tell me more about why you're angry?" or, "It sounds like you are very angry about this process. I want to emphasize that this feedback is not about your worth as a person, but about specific behaviors that have occurred and the consequences of those behaviors."
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Defensiveness/DenialAccept the possibility they know something you don't, and solicit specific, observable evidence. Be ready to re-state the evidence on which you based your feedback.
Example:"It seems like we have different perspectives here. Can you pinpoint what in my assessment you find inaccurate or unfair?"
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SilenceAcknowledge the silence, express you concern and ask for their thoughts.
Example:"I notice you're not saying much and I'm concerned that there's something on your mind. What can you tell me about that
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DespairAcknowledge their frustration or sadness and give them the space to talk about it. Remind them that the feedback is about specific performance issues, not their value as a person. Look for opportunities for small successes.
Example:"It must be hard for you to hear this. I value your contribution and this feedback is not meant to reflect on you as a person."