How Am I Doing? The Case for Job Performance Reviews

For quite some time managers have been trying to understand why some of their employees seem more excited about their bowling team or their fishing trips than they do about their job. It seems that most are excited by the score, which is an indication of how well they have done. This excitement wanes at
work where typically they have less understanding about how they are doing. Why? One reason is that they get little if any feedback on their performance and lack opportunity to keep score. Leaders understand the importance of feedback and provide it on a continuing basis.

We want to know when we have done a good job, and when we need to improve. The answer to how am I doing comes from valuable interaction with our leaders. The job performance review is not the same as day-to-day discussion. A job performance review provides a formal opportunity for giving and receiving feedback. It is an opportunity for your employees to express their feelings and ideas about their job and work situation. It’s an opportunity to examine ways to improve performance and how you might be able to help. And it provides an opportunity to discuss future plans and careers.

Remember that your work gets done primarily through the efforts of others. Part of your success is based on your ability to channel the talents and energy of those who work with you.

In his book called The Game of Work, Charles Coonradt discusses feedback. Coonradt is a consultant with expertise in goal achievement and leadership and through his experiences developed the following corollaries:

1. Increasing the frequency of feedback improves the quality and quantity of performance.

2. When feedback is illustrated on charts and graphs, the impact is even greater.

Here are additional reasons for conducting job performance reviews:

• To let your employees know how they stand by giving them a candid appraisal of their performance during the past rating period. To let them know your honest opinion of how they have performed in relationship to what was expected of them.

• To provide an opportunity to strengthen working relationships by uncovering any misunderstanding or differences and laying the groundwork for more open and honest day-to-day communication.

• To provide an opportunity to develop goals and action plans for the next appraisal period, results expected and standards to be observed.

• To provide an important basis for wage discussions.

This subject will be continued next week

Author: maxbinkley

Creator of Leadership to the Max My experience in the military helped set the career path for me in human resources. After the military I worked for The Dow Chemical Company and left there in 1993 to venture out on my own. I purchased a small business, then a franchise then started another business in semi-retirement.

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