Conditioning A Performance Appraisal Review: (The appraisal interview…
Conditioning A Performance Appraisal Review:
Goals for performance appraisal for both organization and individuals are often in conflict with each other
Performance Reviews are often met with ambivalence and avoidance
Factors that influence appraisal outcomes: These things lead to better improved subordinate performance, motivation, and better supervisor-subordinate relations
appraisal interview process
uncoupling evaluation and performance
choosing appropriate performance data
The appraisal interview
The tell and sell method
the tell and listen interview: leads to better communication
The problem solving interview: puts subordinate in the role of helper. help them discover their own performance deficiencies.
Mixed model interview
agreeing on content
agreeing on process
location and space
opening in the interview
starting the discussion
the manger's views
Developing a plan for improvement
closing the discussion
Guidelines for assessing
At beginning: did supervisor create open climate? was there agreement on the purpose and process of the interview? were both parties equally prepared?
During: to what extent did supervisor really understand the employee? were broad and general questions used at the outset? was feedback clear and specific? did supervisor learn new things? did subordinate disagree and confront supervisor? was there mutual understanding and agreement at the end?
Appraisal outcomes: was subordinate motivated? did it build a better relationship? was there a clear idea about where the subordinate stands? did supervisor have a fairer assessment of subordinate? did supervisor learn something new about the subordinate? did subordinate learn something new about the supervisor? does subordinate have a clear idea of what they need to improve on?