Annual Performance Reviews
Tip of the Month by Ron Jasniowski
managers and employees dread annual performance reviews.
Consequently annual reviews often aren't viewed as the opportunity
of mutual benefit as they really are. Here are some tips to assist
you with making your next performance review a positive and
a neutral location.
You build respect with your employees if they see that you have
confidence to be free from always being in a dominant position.
should be new (no
surprises). Both managers and employees fear surprises more than
anything else about annual performance reviews. Never wait for
months to discuss something that should have been addressed earlier.
Employee discipline needs to be addressed very near the time the negative
behavior was exhibited. However you should gently recommend one or
two character traits for the employee to work on for improving their
you have their best
interest at heart. Investing in your employees’ success upfront will
reap long-term dividends which will free your time to do tasks that are
more profitable than addressing personnel problems. Sincerely
communicate that you are willing to invest in helping your employee
become successful in their job. Also let them know how they can gain
your favor. Employees want to know how they are performing and how to
please their manager.
you are reviewed ...
ask which character trait(s) would help you improve your performance. It
is far better for us to learn our blind spots sooner than later so we
don't unknowingly suffer the consequences for years.
Future issues will provide you with
more details on how to help you reach the next level of leadership
may want to print this and discuss
at your next leadership team
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Improve Your Next
Jasniowski specializes in training managers and supervisors at in-house
training workshops and at leadership retreats around the country
about character-based leadership skills. This helps managers develop
the untapped potential in employees. Learn more from the
services page or
for more information and a quote.
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