How to Handle an Employee After a Performance Appraisal
To handle an employee after a performance appraisal, use good communication, document all agreements so that promises are kept, and manage deadlines. Make sure the employee and the employer both know where they stand after an appraisal with help from a business consultant in this free video on running a small business.
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My name is Helen Vella, Vella and Associates, coach and trainer and author. Today's segment is about how to handle an employee after an appraisal. The first thing is is you have to have an appraisal system in the first place. If you haven't got one, I would suggest that you get one because having an appraisal system works really well, everyone knows exactly where they stand. You know where you stand with your employee, your employer knows where you stand also. There should be good communication after, following up with an appraisal. Both of you should know the deadlines. Anything that was promised in there by either party, the employer or the employee, should be written down and deadlines should be met. There should be a system whereby you can track what you've said and that both of you know exactly what's going on. Manage the deadlines with their up line whoever that is and make sure you've got really good documentation. The documentation is very important because when you're appraising your staff or you're receiving and appraisal either way, both of you should keep good documentation because when something is said then the promises have got to be kept and both of you know, have to know what the promises were. So good communication is key. When you're having an appraisal as an employee, speak up for yourself. Don't let it be one sided, it should be 360, it shouldn't just be 180. So good follow-up, good communication, keeping your promises, managing your deadlines are all good things after you've had an appraisal.