Annual Performance Reviews
4 ~0 k7 v$ L/ ^% y+ E5 WIn theory, annual performance reviews are constructive and positive interactions between managers and employees working together to attain maximum performance and strengthen the organization In reality, they often create division, 51 morale (士气)，and spark anger and jealousy52, although the object of the annual performance review is to improve performance, it often has the 53 result. A programmer at a brokerage (经纪) firm was shocked to learn at her
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annual performance review that she was denied a promotion 54 she wasn’t a “team player” What were the data used to make this 55 She didnt smile in the company photo ' ]. U# W4 N3 U" i- b# f* t, v9 Z
56 this story might sound as if it came straight out of a comic strip, it is a true57 of one woman’s experience By following a few tips and guidelines (准则) from industry analysis, this kind of ordeal (厄运) can be avoided 4 ] ?; d( R; s2 r, i4 H4 T, b/ h
To end the year58 a positive and useful performance review, managers and employees must start the year by working together to59 clear goals and expectations
, x: {5 w* p7 a) D6 TIt may be helpful to allow employees to submit a list of people 60 with the company who will be in a good position to61 their performance at the end of the year; these people may be coworkers, suppliers, or even customers & v ?+ v1 e( `7 v' U9 {5 L: |
By checking employees progress at about nine months, managers can give them a chance to correct mistakes and provide 6 2 to those who need it before the year is out When conducting the review, managers should 6 3 strengths and weaknesses during the past year and discuss future responsibilities, avoiding punishment or blame
( f* B- ?; d5 W64 , when employees leave their performance reviews, they should be focusing on 65 they can do in the year ahead, not worrying about what went into their files about the past & F* c) t1 _" h5 L
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$ f5 {; a; i; F! z% Q+ f) O64 AIn timeBIn shortCAt last DFor example
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发表于 2012-8-15 23:30:26
