{"id":26443,"date":"2021-02-08T09:27:35","date_gmt":"2021-02-08T13:27:35","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=26443"},"modified":"2021-02-14T23:41:29","modified_gmt":"2021-02-15T03:41:29","slug":"how-to-conduct-performance-appraisal","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/how-to-conduct-performance-appraisal\/","title":{"rendered":"How to Conduct a Performance Appraisal: 4 Steps"},"content":{"rendered":"\n

Do you want to know how to conduct a performance appraisal? What’s the best method for performance reviews?<\/p>\n\n\n\n

A difficult part of being a manager is learning how to conduct a performance appraisal. By following the steps in Andrew Grove’s High Output Managemen<\/em>t, you can conduct appraisals that are helpful and effective. <\/p>\n\n\n\n

Keep reading to find out how to conduct a performance appraisal.<\/p>\n\n\n\n\n\n\n\n

How to Conduct a Performance Appraisal <\/strong><\/h2>\n\n\n\n

Below we’ll cover how to conduct a performance appraisal. It’s important to have a well-established system for these reviews. <\/p>\n\n\n\n

Steps For How to Conduct a Performance Appraisal<\/strong><\/h3>\n\n\n\n

The primary goal of a performance review is to improve <\/em>performance (not just assess it).<\/strong> Giving performance reviews is a high-leverage activity because it affects the recipient\u2019s performance for a long time\u2014she often recalls the feedback. Performance reviews should be used in all organizations regardless of size because performance matters to every organization. Here are the steps for how to conduct a performance appraisal. <\/p>\n\n\n\n

Managers don\u2019t naturally write good reviews for three reasons:<\/p>\n\n\n\n

  1. Delivering and receiving feedback<\/a> can be unfamiliar and emotionally awkward. Most of us don\u2019t have much practice at performance review-like work because American society discourages conflict (which negative reviews can generate). Recall good reviews you\u2019ve been given for guidance.<\/li>
  2. Assessing performance, especially of knowledge workers and managers (whose output depends on others\u2019 output), is challenging.<\/li>
  3. Performance is tied to compensation and rewards, two complicated and touchy subjects.<\/li><\/ol>\n\n\n\n

    First, we\u2019ll look at a four-step process for how to handle the first two difficulties and write good performance reviews. Then, we\u2019ll look at how to handle the third difficulty.<\/p>\n\n\n\n

    Step #1: Determine Expectations<\/strong><\/h3>\n\n\n\n

    Before you can assess performance, you need to determine your expectations <\/strong>so that the review can focus on whether or not your subordinates met them. (Failing to do this is the major problem with most reviews.) <\/strong><\/p>\n\n\n\n

    As you come up with your expectations, remember that output is an important marker of performance.<\/p>\n\n\n\n

    Step #2: Assess Performance<\/strong><\/h3>\n\n\n\n

    Once you\u2019ve established your expectations, this is the next step for how to conduct a performance appraisal:<\/p>\n\n\n\n

    1. <\/strong>Don\u2019t <\/em><\/strong>ask the review\u2019s recipient to write a self-review for you to reference<\/strong> because:<\/p>\n\n\n\n