book

Performance Appraisals & Phrases For Dummies®

by Ken Lloyd

September 2009

Beginner to intermediate

360 pages

6h 14m

English

For Dummies

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About This BookConventions Used in This BookWhat You're Not to ReadFoolish AssumptionsHow This Book Is OrganizedPart I: When It's Time to Appraise Your EmployeesPart II: Working Your Way through the ProcessPart III: Phrases and Expressions That WorkPart IV: The Part of TensIcons Used in This BookWhere to Go from Here
1.1. Laying the Foundation1.1.1. Recognizing the roles of performance appraisal1.1.2. Seeking additional sources of feedback1.1.3. Strengthening your role1.2. Successfully Navigating through the Appraisal Process1.2.1. Generating the right mindset and the right plans1.2.2. Accumulating and examining performance data1.2.3. Preparing evaluations1.2.4. Conducting highly effective appraisal sessions1.2.5. Avoiding mistakes1.2.6. Taking follow-up actions1.3. Using Effective Phrases and Expressions
2.1. Harnessing the Motivational Power of Appraisals2.2. Educating while Evaluating2.2.1. Setting expectations2.2.2. Building self-awareness2.2.2.1. Generating insights for your employees2.2.2.2. Generating awareness for yourself2.2.3. Increasing your managerial effectiveness2.2.4. Transmitting company values2.2.5. Understanding and meeting goals2.2.6. Defining a career path2.2.7. Identifying training needs and evaluating the results2.3. Aiding Administration2.3.1. Setting the groundwork for promotions2.3.2. Setting the groundwork for job transfers2.3.3. Establishing meaningful raises2.3.3.1. Garnering bravos for the raises you give2.3.3.2. Dodging rotten tomatoes after you hand out raises2.3.3.3. Putting your employees to sleep with your raises2.3.4. Preventing legal problems
3.1. Feedback from the Employee: Self-Evaluations3.2. Feedback from Others: 360-Degree Feedback3.3. Feedback from You3.3.1. Writing essays3.3.2. Using graphic rating scales3.3.3. Choosing checklists3.3.4. Forcing the choice3.3.5. Ranking employees3.3.5.1. Forced distribution3.3.5.2. Pairing up3.3.6. Finding critical incidents3.3.7. Using rating scales tied to behavior3.3.8. Managing by objectives

4.1. Building Your Evaluation Mindset4.1.1. Seeing yourself as a leader4.1.2. Setting positive expectations4.1.3. Overcoming fear, reluctance, and resistance4.1.3.1. Eliminating fear4.1.3.2. Eliminating reluctance4.1.3.3. Eliminating resistance4.1.4. Gaining self-awareness4.1.5. Empathizing with your employees4.2. Playing the "What If?" Game4.3. Planning and Scheduling
5.1. Managing with All Your Senses5.2. Focusing On the Entire Year5.3. Accessing the Information5.3.1. Getting back to basics5.3.1.1. Checking out job descriptions5.3.1.2. Reviewing last year's appraisal5.3.1.3. Revisiting the objectives5.3.2. Reviewing your notes5.3.3. Reviewing the files5.3.3.1. Considering complaints5.3.3.2. Considering compliments5.3.3.3. Reviewing reprimands5.3.3.4. Homing in on honors and awards5.3.3.5. Mulling over milestones5.3.4. Reviewing the evaluations5.3.4.1. Evaluating self-evaluations5.3.4.2. Evaluating 360-degree feedback5.4. Completing the Evaluation Form5.4.1. Selecting a rating5.4.2. Describing strengths and weaknesses5.4.2.1. Strengths5.4.2.2. Weaknesses5.5. Determining an Overall Rating
6.1. Setting the Stage for the Appraisal6.1.1. Identifying your objectives6.1.2. Setting an agenda6.1.3. Scripting your delicate comments6.1.4. Bringing the data6.1.5. Setting positive expectations6.2. Handling the Logistics6.2.1. Scheduling the time6.2.1.1. Clearing the deck6.2.1.2. Blocking extra time6.2.2. Recognizing the role of reminders6.2.3. Giving out the appraisals6.2.3.1. When the session starts6.2.3.2. When the session ends6.2.3.3. Before the session6.2.4. Selecting the right venue6.2.5. Keeping it private6.2.5.1. During the session6.2.5.2. After the session6.3. Holding the Meeting6.3.1. Opening the discussion6.3.2. Leading the discussion6.3.3. Providing negative feedback6.3.4. Eliminating interruptions6.3.4.1. Advising the team6.3.4.2. Taking no phone calls6.3.4.3. Avoiding your computer6.3.5. Actively listening6.3.6. Wrapping up the discussion
7.1. Managing Your Misperceptions7.1.1. Calibrating recent events7.1.2. Overpowering bias and stereotypes7.1.2.1. Beating bias7.1.2.2. Stopping the stereotypes7.1.3. Rethinking "just like me"7.1.4. Recognizing the halo effect7.1.5. Dismissing the horns effect7.1.6. Getting beyond first impressions7.1.7. Countering the contrasts7.1.8. Minding your emotions7.1.9. Veering from the center7.1.10. Avoiding the skews7.1.10.1. Going positively skewed7.1.10.2. Going negatively skewed7.2. Doing Away with Discussion Stoppers7.2.1. Labeling7.2.2. Mentioning other employees7.2.3. Getting defensive7.2.4. Arguing7.3. Creating Problems rather than Solutions7.3.1. Bargaining7.3.2. Talking too much7.3.3. Postponing the sessions7.4. Surprising Your Employees
8.1. Setting Goals8.1.1. Looking forward instead of backward8.1.2. Opting for goals over dreams8.1.3. Motivating your employees to meet their goals8.1.4. Challenging your employees enough but not too much8.1.4.1. Extremely challenging goals8.1.4.2. Extremely easy goals8.1.4.3. Challenging goals8.2. Looking at the Types of Goals8.2.1. Performance goals8.2.2. Developmental goals8.2.2.1. Identifying each employee's needs8.2.2.2. Building your employees' motivation to learn8.2.2.3. Establishing developmental goals8.2.2.4. Setting the developmental plan8.2.2.5. Setting up a developmental training program8.3. Managing after the Evaluation8.3.1. Wandering around8.3.2. Coaching your employees toward their goals
9.1. Accuracy9.2. Detail-Mindedness9.3. Meeting Goals9.4. Multi-Tasking9.5. Performance Levels9.6. Productivity9.7. Setting Priorities9.8. Timeliness
10.1. Cooperation10.2. Customer Service10.3. Listening10.4. Meetings10.5. Negotiating10.6. Persuasiveness10.7. Sales Skills10.8. Teamwork10.9. Telephone Skills10.10. Written and Verbal Communication
11.1. Adjusting to Change11.2. Bottom-Line Orientation11.3. Controlling Costs11.4. Establishing Goals11.5. Management Skills11.6. Meeting Deadlines11.7. Organizing11.8. Planning11.9. Setting and Adhering to Schedules
12.1. Building a Team12.2. Coaching12.3. Delegating12.4. Inspiring Enthusiasm and Commitment12.5. Making Decisions12.6. Managing Conflict12.7. Motivating Employees12.8. Proactive Behaviors12.9. Providing Feedback12.10. Screening and Hiring
13.1. Ability to Apply Expertise to the Job13.2. Acting as a Mentor13.3. Acting as a Positive Role Model13.4. Applying Analytical Skills13.5. Building Employees' Skills13.6. Computer Skills13.7. Researching Skills13.8. Sharing Knowledge13.9. Technical Knowledge
14.1. Accepting Assignments14.2. Attendance14.3. Can-Do Attitude14.4. Dedication and Commitment14.5. Emphasizing Safety14.6. Energy14.7. Flexibility14.8. Focus14.9. Following Company Policies and Procedures14.10. Going the Extra Mile14.11. Handling Pressure and Stress14.12. Initiative14.13. Level of Supervision Required14.14. Reliability and Dependability14.15. Understanding and Supporting Company Values and Mission14.16. Volunteering
15.1. Diversity15.2. Equal Employment Opportunity15.3. Fairness15.4. Giving Back to the Community15.5. Honesty15.6. Integrity15.7. Judgment15.8. Maintaining Professionalism15.9. Sustainability
16.1. Brainstorming16.2. Embracing Change16.3. Encouraging and Supporting Innovation from Others16.4. Generating New Ideas16.5. Presenting New Ideas for Company Policies and Procedures16.6. Problem Solving16.7. Receptiveness to New Ideas16.8. Seeking Improvements16.9. Thinking outside the Box
17.1. Becoming a Value-Added Employee17.2. Building Problem-Solving Skills17.3. Career Planning17.4. Personal Goals17.5. Responding to Performance Appraisals and Coaching17.6. Seeking Learning Opportunities17.7. Training17.8. Widening One's Knowledge Base
18.1. The Employee's Name18.2. Achievement18.3. Build18.4. Can18.5. Growth18.6. Profit18.7. Promotion18.8. Success18.9. Thanks18.10. Yes
19.1. Exceeding Expectations19.2. Mentoring Co-Workers19.3. Taking Classes19.4. Coming Up with a Great New Idea19.5. Taking Self-sacrificing Actions19.6. Solving a Long-term Problem19.7. Volunteering19.8. Building Goodwill19.9. Surpassing Goals19.10. Going the Extra Mile

Overview

The tools you need to enrich the performance-appraisal experience as you streamline the process

Whether you're a manger looking to implement employee appraisals for the first time, concerned with improving the quality and effectiveness of the appraisal process, or simply trying to save time and mental anguish Performance Appraisals & Phrases For Dummies provides the tools you need to save time and energy while presenting fair and accurate evaluations that foster employee growth.

This convenient, portable package includes a full-length appraisal phrasebook featuring over 3,200 spot-on phrases and plenty of quick-hitting expert tips on making the most out of the process. You'll also receive online access to writable, customizable sample evaluation forms other timesaving resources.

Includes more than 3,200 phrases for clear, and helpful evaluations
Helps make evaluations faster, more effective, and far less stressful
Offers far more advice and coaching than other performance appraisal books
Serves as an ideal guide for managers new to the appraisal process

With expert advice from Ken Lloyd, a nationally recognized consultant and author, Performance Appraisals and Phrases For Dummies makes the entire process easier, faster, and more productive for you and your employees.