tag:blogger.com,1999:blog-27622076.post957611557683246037..comments2023-09-29T02:38:08.441-07:00Comments on Dr.Rick Goodman: Effective Employee EvaluationsDr. Rick Goodmanhttp://www.blogger.com/profile/03707675653496351993noreply@blogger.comBlogger1125tag:blogger.com,1999:blog-27622076.post-85058336973367755332008-10-04T10:46:00.000-07:002008-10-04T10:46:00.000-07:00Feedback to be effective must come very soon after...Feedback to be effective must come very soon after the behavior in question. Yearly evaluations are usually disconnected from performance and thusly have little impact. Instead they are dreaded because most managers do not know how to give feedback effective. This is a high-level skills. Many managers want to be "nice-guys" and therefore don't want to comment on performance and are wishy-washing, giving the person little information to use to improve.<BR/><BR/>Evaluations should be <I>frequent</I> and focus on specifically what is the expectation and how closely the person's performance comes to that expectation. The manager should probe the employee for what he or she can do to improve performance or to keep it at a high-level.<BR/><BR/>Too often evaluations, such as the one in the example where the person's unemployment was denied because the manager had written <I>negative</I> evaluations - evaluations are used to cover the manager's "rear-end" and punitive - rather than as a tool for managing for peak performance.<BR/><BR/>This sort of negative approach to management is a major factor in job burnout.<BR/><BR/>Is your staff burning out? Take the quiz at http://www.docpotter.com/bo_staff.html.<BR/><BR/>Burnout is a kind of job depression that destroys motivation to perform ont he job. It is caused by feeling of loss of control. One such factor is ambiguity and unclear expectations.Docpotterhttps://www.blogger.com/profile/10404644143988534274noreply@blogger.com