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Performance Review & Counseling

This document discusses performance reviews and counseling. It begins by describing the history of yearly performance reviews that were time consuming and did not link employee performance to company strategy. The current scenario focuses on assessing job-related performance rather than personalities. Accuracy in performance reviews affects motivation, with inaccurate reviews decreasing motivation. Performance counseling is presented as a way to coach rather than criticize employees. It should be a regular activity that addresses expectations, goals, examples, suggestions and timelines. Benefits include building an effective organization through understanding jobs and opportunities for employees. Steps are outlined to improve counseling through measurement, documentation, changing behavior and planning effective reviews.

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Abimanyu NN
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217 views17 pages

Performance Review & Counseling

This document discusses performance reviews and counseling. It begins by describing the history of yearly performance reviews that were time consuming and did not link employee performance to company strategy. The current scenario focuses on assessing job-related performance rather than personalities. Accuracy in performance reviews affects motivation, with inaccurate reviews decreasing motivation. Performance counseling is presented as a way to coach rather than criticize employees. It should be a regular activity that addresses expectations, goals, examples, suggestions and timelines. Benefits include building an effective organization through understanding jobs and opportunities for employees. Steps are outlined to improve counseling through measurement, documentation, changing behavior and planning effective reviews.

Uploaded by

Abimanyu NN
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

PERFORMANCE REVIEW & COUNSELING

Abimanyu N N Gunaseelan M Durga Devi Santra H R

INTRODUCTION
Performance Review Performance is measured in terms of quality, quantity, cost and time

Performance Counseling
Regular formal contact between the managers and individual employees for discussing successes and failures in completing assignments and duties

PERFORMANCE REVIEW
History
Yearly interview b/w manager and the employee Criticism of past performances constructive Time consuming and chaotic
1. 2. 3. 4. Employee performance not tied to company strategy Workforce data in documents Difficulty in mapping employee skills to corporate needs Inefficient company processes & lack of employee adoption

PERFORMANCE REVIEW
Current Scenario
Judgement of people and personalities to assessment of job related performance Preparation for the discussion Targets and achievements Reasons and context Change in actual job scope Employees relationship and training or development

PERFORMANCE REVIEW & MOTIVATION


Accuracy of performance review affects motivation level

Accuracy of performance review

Pay Increase

Motivation Level

Inaccurate
Inaccurate No performance review No performance review Accurate Accurate

Yes
No No Yes Yes No

Decreased
Decreased Decreased Decreased Increased Increased

PERFORMANCE COUNSELING
Discomfort of performance evaluation 1. Perception of criticizing employees 2. Fear of confrontation Coaching rather than criticizing Performance counseling performance evaluation

PERFORMANCE COUNSELING
Person specific activity Start at job description Performance assessed against job responsibilities Time consuming Performance counseling more effective than annual review Timeliness Positive & Negative evaluative comments More meaning

ADDRESSING UNSATISFACTORY PERFORMANCE


Identifying early Meeting with employees on a regular basis Documentation of ongoing performance counseling efforts Includes information regarding need for alteration or improving performance and related suggestions Third person clarity

COMMUNICATION STRATEGIES IN PERFORMANCE COUNSELING


Year round activity Formal & Informal evaluations of job performance Clear expectations for job performance Specific and manageable goals Comments on persons performance rather than personality

COMMUNICATION STRATEGIES IN PERFORMANCE COUNSELING


Link evaluative comments to specific examples Self-evaluation and goal setting Specific suggestions for improvement Time-frame for achieving goals Reward and recognition for achievement

BENEFITS OF PERFORMANCE COUNSELING


Building an effective organization Understanding job contribution for the organization Clarity of org. mission and job responsibilities Opportunities for demonstration of manager s genuine interests in the welfare and professional development of department Opportunity of helping a person rethink their goals Reduces grievances filed Prioritization of member s activities

STEPS TO IMPROVE PERFORMANCE COUNSELING


Encouraging employee growth

Coaching/Counseling Styles

STEPS TO IMPROVE PERFORMANCE COUNSELING


Establish measurement yardsticks
Good performance objectives 1. Valuable 2. Measurable 3. Consistent 4. Prioritized 5. Time-specific 6. Understandable 7. Challenging

STEPS TO IMPROVE PERFORMANCE COUNSELING


Documenting performance
Accurate recall Halo Effect Stereotyping Differences in standards Projection Primacy/Regency Effect Causality

STEPS TO IMPROVE PERFORMANCE COUNSELING


Changing Behaviour
Undesirable behaviour and causes determination Manager Have a general idea of employees behaviour Force Field Analysis Driving & Restraining forces

PLANNING & CONDUCTING PERFORMANCE REVIEW


Prior to meeting

Purpose Outline topics Time and Location Employee preparation


Ease of employee Review purpose Performance discussion Cause of good & sub-standard performance Reach understanding Summarise and follow-up

Guidelines for manager

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