Finally, Reviewing Performance is last step of Performance Management Process to learn. It builds from the previous steps of setting goals for success and coaching for performance. Generally, the manager needs to summarize observations for each goal and explain ratings. Reviews can occur at scheduled intervals in the appraisal or development cycle and / or in response to changes to the business or member’s performance. The moral behind this understanding is that if the manager has provided feedback and coaching regularly, there should be no surprises at reviews.
The characteristic of good reviews should be consistent with the goals and measurements agreed on in the goal-setting discussion. Good reviews can motivate future performance and increase of satisfaction.
In the reviewing discussion section, the SMART and COACH process still can apply here. I learned that manager shall provide positive and constructive examples and connect comments to the member’s fulfillment. Two way communication skills should use to reach mutual agreement. The managers should handle challenge, in the case of disagree with members, by supporting ratings with documented examples and explaining evaluation criteria. Vice versa members should play his or her role before, during, and after the review discussions to have a fruitful Performance Process.
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