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Articles & Books From Ken Lloyd
Cheat Sheet / Updated 12-02-2024
Today’s performance appraisals have undergone major changes that have led to a wide range of positive and productive outcomes for employees, managers, and their companies. These changes start with continuous feedback that is based on managers meeting regularly with their employees throughout a given evaluation period, typically on a scheduled basis as frequently as once a week.
The newest steps and strategies to enhance the performance appraisals you provide Performance Appraisals & Phrases For Dummies shows you how to apply the latest performance appraisal practices and generate positive outcomes for your employees, for your company, and for you. The days of stand-alone annual performance appraisals are drawing to a close, with today’s appraisals utilizing quarterly or biannual sessions, continuous feedback with regular two-way communication, collaborative goal-setting, career development, and an ongoing forward focus.
Article / Updated 04-13-2017
As you conduct performance appraisal sessions as a manager or supervisor, use the following guidelines to help you increase the likelihood of having a positive and productive exchange with your employees.
Open on an upbeat note. Start the discussion with friendly greetings — this sets the tone for the rest of the session.
Article / Updated 04-13-2017
When conducting performance appraisals in the workplace, make sure that you are well prepared to assess your employees’ performance and deliver your evaluation. Use this checklist to help you provide meaningful, motivational, and lasting feedback for your employees.
See yourself as a leader. If you approach the appraisal process as your employees’ buddy, you’ll have difficulty being objective — and they’ll have difficulty accepting your feedback.
Article / Updated 04-12-2017
As you appraise an employee’s performance, you can pack a powerful punch if you use certain key words. Here are the most effective words you can use in a variety of job performance appraisal categories:
Quality and quantity of work: accuracy, thoroughness, productivity, and goal attainment
Communication a
Article / Updated 03-26-2016
As employees pursue challenging goals, they may be bursting with energy and enthusiasm, but their performance can fall terribly short because of issues related to organization. Such matters are often regarded solely as managerial functions, but the truth is that, every day, employees at every job level are taking specific actions in these arenas, along with numerous related actions to keep their work on track, on target, and on time.
Article / Updated 03-26-2016
For managers, there's no single path to conducting highly successful employee-evaluation sessions. At the same time, when you’re leading these appraisal discussions, 10 steps will help make the meetings more interactive and productive:
Let your employee talk.
Giving your employees the chance to discuss their actions, achievements, and competencies is rewarding to them because it further emphasizes your respect and trust, while also reinforcing your partnership with them.
Article / Updated 03-26-2016
When you've completed the appraisals of your employees, review the evaluations and use each employee’s specific ratings as the basis for goal setting. In fact, these ratings provide the ideal starting point for establishing the two most important types of goals in the workplace: performance goals and developmental goals.
Article / Updated 03-26-2016
Accurately describing an employee's abilities to maintain performance levels and set priorities helps the employee to shape goals after the appraisal process is complete. Conducting an employee appraisal means using the right phrasing to delineate levels of the employee's abilities, whether they excel or need improvement.
Article / Updated 03-26-2016
Employees need to know how well they’re communicating and dealing with others so that they can effectively carry out their responsibilities and meet their short-term and long-term objectives. Ironically, some managers have difficulty communicating assessments in these two areas, especially when it comes to written comments.
