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PERFORMANCE REVIEW MEETING, Possible Types of Formal Meetings:, NORNABILA…
PERFORMANCE REVIEW MEETING
Definition
Performance reviews are
formalized assessments
in which a manager
evaluates an employee's work performance, discusses strengths and weaknesses, provides candid feedback, and collaboratively sets goals
for the quarter and year ahead.
The importance of performance reviews
offer a
wide range of benefits
for both staff and managers.
Opportunity for both parties to
express what is working and what needs to change
in order to be successful.
Supervisory roles in managing performance
a) Judge
Evaluate Performance
Explain to the employee how s/he helps the department
attain its goals
.
Work with the employee to
define key result areas
, goals, and performance standards.
Explain the competencies
; what is expected from the employee and why.
Allocate Rewards
Provide greater rewards and motivation for those
who contribute the most.
b) Coach
Help employees solve performance problems & identify weaknesses.
Provide frequent
informal coaching.
Point out the good work
that the employee is doing.
Identify ways
that the employee can develop and improve.
Promptly communicate new opportunities and changes
that affect the employee’s work.
Design Developmental Plans
Identify ways
that the employee can develop and improve, and work with the employee to create development plans.
Make informal notes
(perhaps on a calendar) when the employee does a good job, follows through on development plans, or has problems doing so.
Keep track of praise or complaints
from customers regarding an employee’s work.
Types of Meeting
a) Formal
Formal Performance is
analyzed systematically.
Overview and analysis since the last meeting (
Comparing results
on agreed expectations and plans).
Documented
b) Informal
Performance is managed
throughout the year.
Performance is reviewed as it occurs
by individuals & manager for comparing
.
Outcomes
may not documented
unless there is poor performance
Possible Types of Informal Meetings:
Brainstorming
Problem-Solving
Training Progress Updates
Team Building
Coffee Chats
Steps to take before meeting:
1) Give at least two weeks’
notice.
2)
Block sufficient time
(a method for organizing your work around blocks of time that contain similar tasks.)
3) Arrange to meet in a
private location without interruptions.
Merged Performance Review Meeting Components
i. Explanation of meeting purpose
ii. Employee self-appraisal
iii. Supervisor and employee share rating and rationale
iv. Developmental discussion
v. Employee summary
vi. Rewards discussion
vii. Follow-up meeting arrangement
viii. Approval and appeals process discussion
1 more item...
Employee Defensive Behaviours
Definition
Defensive behaviors are
a group of evolved responses to threat
. (include flight, freezing, defensive threat, defensive attack, and risk assessment.)
- (Purpose)
To distracting you from your feelings of being hurt and feeling shamed.
- (Objective)
Whether you realize it or not is to shift attention to the faults of the other person, so that in turn you feel better about yourself in the moment.
Possible Defensive Behaviors of Employees
Fight response
Blaming Others
Staring at Supervisor
Raising Voice
Other Aggressive Responses
Flight response
Looking / turning away
Speaking Softly
Continually Chaning The Subject
Quickly Agreeing Without Basis
Other Passive Responses
Causes of Defensiveness
A reaction to
feeling insecure or fearful
A reaction to
early childhood trauma or abuse
A reaction to
attacks on your character or behavior
A reaction to
shame or guilt
A reaction to
hiding the truth
A reaction to
feeling helpless to change
How to Be Less Defensive?
Boost Your Self Esteem
Validate Your Feelings
Avoid Acting on Your Feelings
Improve Your Communication Skills
Choose to Align Yourself with Your Values
Anticipate When You Are Likely to Become Defensive
How to Stop Making Other People Defensive?
Make Requests, Don’t Criticize
Stop Trying to Control the Other Person
Avoid Being Judgmental
Express Concern and Empathy
Be a Problem Solver
How to Respond to a Defensive Person?
Ignore the other person’s defensiveness
and
focus on problem solving
and good communication even if it feels hard.
Remain calm
even if you feel like becoming defensive in return (as this won't solve anything)
Find something that you can agree on
before trying to problem solve so that you start on common ground.
Possible Types of Formal Meetings:
System Inauguration
Self-Appraisal
Classical Performance Review
Merit/Salary Review
Developmental Plan
Objective Setting
NORNABILA BINTI MOHAMAD ZAMRIN (5061202001)