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Improvement recommendations in evaluations of performance

by on June 5, 2009 · 0 Comment POSTED IN: HR Info Center

The “blue sheet” in the Catalytic Coaching evaluation of performance revolves around recommendations

There are three things on this evaluation of performance sheet: strengths, areas for improvement and development recommendations.

The process setting is just like the yellow evaluation of performance; get a good setting, do the phone thing and turn it off, make it a private, uninterrupted for 45 minutes.

You’re going to talk about three things that are important. You’re going to get control of the conversation in this evaluation of performance. It is much easier to stay to your budget because you control most of it. That doesn’t mean you talk the whole time because they need to chew their food, to digest things properly so let them react to things.

Strengths in evaluations of performance
Strengths are things you like about and things you do well. The four things that stand out you like most about this person.

The number one thing you’re after is behavior change in the good system so why don’t we just start telling them all behaviors you want them to change. Somebody walks in and starts telling me all the things I have to improve; my tendency is to shut them out, okay. We may not say that to our boss directly but we’re thinking it. Start things off on positive note. If you can’t think of four good things to say about somebody, then just fire them now because you’re not helping anybody by prolonging the agony.
Remember the easiest way to get out of behavior change is to discount the messenger.

Areas of improvement
Next in evaluations of performance is area for improvement- positively seated themes for a focused change efforts. In other words, don’t say somebody you drop the ball all the time. Tell them you’d like them to work on juggling multiple priorities. Rank your improvement efforts from the most important. If you could just do one thing over the course of the next year, while you’re busy doing your job for me, okay work on this. Out of the things they can improve, pick four, put them in order and prioritize this, okay. Characterize them for impact. Now, if you read that form and you read the instructions on the back, every area for improvement should be checked off in at least one of these areas.

Potential Enhancing
Next look at potential enhancing, this is for where somebody told you they’re interested in advancement and you say to them, this area for improvement will help you make a better run on the position you say you’re interested in. It may or may not help you in the job you’re in today. But it will help you for the job you say you wanted.

Job threatening is a very important category in evaluation of performance. We only use it about 5% to 10% of the cases in the healthy system. But we and check this spot, you’re saying this one thing all by itself could cause you to lose your job, could you to be demoted or transferred or in some cases it’s only a termination thing.

All areas for improvement, you need to check at least one of those boxes on occasion too.

Development recommendations are things that you would recommend that the employee do to help them if they’re going to work on these areas for improvement. These are what the company will do to help them.

Edited remarks from the Rapid Learning Institute webinar “No More Performance Reviews! – A Revolutionary Approach to Performance Feedback” by Gary Markle

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