It’s nearly a decade old.
The problem? It still smells as fresh as a daisy in terms of its guidance. Many of the tips still aren’t part and parcel of training people to handle the employee review process. But they should be.
So I’m highlighting them, in the hopes that you’ll agree and help lead the charge. Some of my favorites?
- Be complete. Include the good, the bad and the ugly. Don’t be afraid to criticize. Don’t forget to praise.
- Know what you’re looking for. Evaluate the right things. Concentrate exclusively on factors directly related to job performance.
- Don’t beat around the bush or sugarcoat needed criticism. Say what has to be said and move on.
- Be as specific as possible. Use examples. Glittering generalities don’t help much in targeting action or improvement plans.
- Relate evaluations to previous reviews. Are things better? Worse? The same?
- Choose words carefully. The goal is clarity.
My hope? Someone reads this a decade from now and says, “Well, duh, everyone knows that.”