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- W1759922057 abstract "Many managers rely exclusively on the once-a-year “judge me” day for performance evaluations. Managers, however, should discuss performance expectations and actual performance early and regularly throughout the appraisal period. The first step is to view the appraisal cycle as composed of three distinct phases. 1) The performance planning phase, during which the manager and employee jointly set performance expectations and developmental targets and activities. The appraiser’s primary objective during performance planning should be to identify specific results to be achieved during the performance period as well as criteria for measuring success in meeting those expectations. 2) The performance management phase, during which managers may address any problems or barriers that arise during the performance period, change the performance plan, answer questions and most importantly, work to prevent surprises during the annual performance appraisal. 3) Formal appraisal, during which you complete the forms, discuss performance and developmental accomplishments, and set goals and expectations for the next appraisal period. The second key concept for managers to understand is that the interpersonal side of appraisals (constant communications) is more important than the procedural side (forms, etc.)." @default.
- W1759922057 created "2016-06-24" @default.
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- W1759922057 date "1995-01-01" @default.
- W1759922057 modified "2023-09-26" @default.
- W1759922057 title "Taking the Pain Out of Performance Evaluations" @default.
- W1759922057 hasPublicationYear "1995" @default.
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