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CEB HR Leadership Council TM For Midsized Companies

CEB HR Leadership Council TM For Midsized Companies. Improving the Formal Performance Review Process Tips to Plan and Conduct Formal Performance Reviews. BEFORE THE REVIEW. Three Tips. Resource for Your Help. 1. Establish Healthy Employee Relationships.

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CEB HR Leadership Council TM For Midsized Companies

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  1. CEB HR Leadership CouncilTM For Midsized Companies Improving the Formal Performance Review Process Tips to Plan and Conduct Formal Performance Reviews

  2. BEFORE THE REVIEW Three Tips Resource for Your Help 1. Establish Healthy Employee Relationships To Remember: The messenger matters as much as the message. Establishing Healthy Employee Relationships 2. Clearly Explain Performance Standards To Remember: Clearly and explicitly state performance criteria to your employees before you begin assessing performance. 3. Provide Immediate Informal Feedback Along the Way To Remember: Provide immediate informal feedback along the way. Source: CLC Learning and Development research; HR Leadership Council research.

  3. THE ACTUAL REVIEW Four Tips Resource for Your Help 1. Planning • To Remember: • If not already required, ask employees to complete a self-review and read it before you deliver their reviews. • Rehearse conversations and key messages before the review takes place. Tips for Providing Feedback on Performance Weaknesses 2. Providing Feedback on Personality Strengths To Remember: Commenting purely on personality strengths is simple flattery; to make this feedback more meaningful, tie it to performance strengths. 3. Providing Feedback on Performance Strengths To Remember: Provide specific examples of strengths “in action.” 4. Providing Feedback on Performance Weaknesses • To Remember: . • When providing this type of feedback, avoid judgmental words like “poor performance” or “weakness”; instead, present it in the context of a developmental opportunity. • Do not assume you understand the reason for a performance weakness; allow the employee to discuss why he or she is performing in a particular way. Source: CLC Learning and Development research; HR Leadership Council research.

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