Focusing on Employee
Glen Ivy Hot Springs (above) includes in its performance evaluation
process a review of the Employee Performance Log, a tool updated
throughout the year.
Goals and priorities are not the only things discussed during a
performance appraisal. Meeting expectations is also on top of
the agenda. “Performance appraisal is a way to ensure that the
employee is performing to the manager’s expectations and to
conduct a review of employee’s work product, efficiency and
attitude over the course of their employment. It is also a way to
identify how to bring out an employee’s respective best,” says
Durling.
To ensure that employees do not leave a performance review
feeling deflated, The Spa of Colonial Williamsburg HR and
Finance Supervisor Ryan J. Young recommends shifting the
focus toward employee contributions and personal goals.
“Reviews should be structured to highlight how an employee’s
presence at the facility advances the business goals and their
own personal goals for growth and learning. While traditionally
a review is seen as a time to bring to discussion items the
employee needs to work on or concerns in performance, this is
self-defeating and creates an atmosphere of dread-concerning
reviews,” Young cautions.
Young further adds that performance reviews is not a time
for surprises. “Nothing presented in an employee review should
MORALE-KILLING WORDS TO AVOID
“I don’t like how…” “Always lean in
the direction of emphasizing an
employee’s strengths. When it is
necessary to lean on more difficult
conversation, always give them input
and support on how they can
improve,” says Duncan.
“You’re wrong.” “This will only
trigger anger and more confrontation.
Instead, a manager should say, ‘I know
you disagree, but I believe this evaluation accurately reflects your
performance,’” says Durling.
“What was your problem?” Durling
says employees will misperceive at
such a statement. Instead, she
suggests asking, “What were the
conditions from your perspective that
made it difficult for you to complete
the task?”
“You really did a great job but...”
“Whatever comes after the ‘but’
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October 2016
negates the preceding compliment.
Make a point of using the word ‘and’
instead,” Durling says. “Therefore, a
manager should say, ‘And, you can do
even better by making these improvements.’”
“Your position here is solid so long
as you keep up the good work.”
“You may intend such statements to
encourage good performance, but
they’re legally dangerous because
they imply an employment contract
that a court could find binding,”
Durling cautions.
“You know…” Young says managers
should never assume what an
employee knows without inquiring.
Instead, he suggests asking: “What do
you think…?” or “Do you know…?”
“Never” and “Always” “These two
words are an argument without a
verb. Rare is the time when I have
seen an absolute when it comes to
performance, and when you cage
someone into an absolute, he or she
gets defensive,” Young says.
“I think…” Young says what you
think may be relevant to the situation,
but how does th