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Chapter 12. Measuring Performance > Discussing Performance with Team Members - Pg. 145

Measuring Performance 145 In many companies, team members who disagree with an evaluation are given the opportunity to write a rebuttal to be attached to the appraisal. When salary adjustments are based on ratings, some organizations provide a procedure for appealing a review. End the interview on a positive note by saying, "Overall, you've made good progress this year. I'm confident that you'll continue to do good work." In most companies the appraisal form is sent to the human resources department to be placed in the employee's personnel file. Some companies require that a copy be sent to the next level of management--the person to whom the team leader reports. Even if it's not a formal practice in your company, it's a good idea to give a copy of the appraisal to the team member. It serves as a reminder of what was discussed at the appraisal interview and can be referred to during the year. And, if it includes goals the employee and you have agreed upon for the year, the employee can reread it from time to time to keep motivated. Ten Tips for Reviewing Performance 1. 2. 3. 4. 5. 6. 7. Know exactly what you want to achieve. Let your team members know what is expected of them. Keep a log of each member's performance from which to cite specific examples. Discuss the written evaluation with the team member. Listen to team member's comments, then ask questions to stimulate thought. Focus on the individual. Do not compare him or her with other members of the team. Show that you care about the member's performance and career. Reinforce good behavior. Be specific in your criticism. Give examples from their performance