Smart Quotes for Appraising Performance

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From NetSpeed Leader Volume 18, July 2004

Ira Duden, of Food Services of America, talked with us about appraising performance. He gave us a good sense of what leads to success and failure:

Appraisals That Fail: "Performance appraisals most often fail to be effective when supervisors are just going through the motions because they are being compelled to do this. Supervisors should think about performance appraisal as part of performance management and an essential management skill—putting the employees’ needs first.”

Appraisals That Succeed: “I have found that what works is to sit down with the employee at the beginning of each performance cycle and agree on a performance contract with measurable, specific goals. At the same meeting, I agree that I will give supervision, support, and resources to help the employee achieve their goals. The employee agrees to keep me informed of issues that could impede personal or group performance. Then we agree on regular, ongoing two-way communication through the contract period.”

What Employees Need: “Employees need objective, thoughtful, and—where possible—positive reinforcement of their behaviors. When the meeting is over, employees need to have a go-forward set of objectives. They need to walk out with a clear picture of where they are going and what is expected.”