Performance 360-degree

Management System evaluation

Performance Management A performance evaluation
done by different people who
The process of creating a work interact with the employee.
environment in which people can

perform to the best of their abilities. MANAGER/SUPERVISOR

THE EMPLOYEE
Performance Reviews SUBORDINATES
The process in which a manager PEERS
evaluates an employees performance
relative to the requirements of their jobs
Eliminating Rating
and uses the information to show the Errors
person where improvements can be

PERFORMANCE
made and how Error of central tendency
Leniency or strictness error
The Purposes Of
Management Team
Recency error
Contrast error
MANAGEMENT
Development Purposes
Similar-to-me error
Administrative Purposes
Why Performance Management Performance keeps the
Systems Sometimes Fail? What are business running, and potential
The manager is not trained in
performance moves the business to the next
evaluation and give feedback
standard? level of the growth cycle

The halo effect, contrast effect

Strategic Relevance
or some other perceptual bias
Criterion Contamination
Organizational politics or personal
relationships cloud judgement Creterion Deficiency
The manager rates the employee's Realibility The Perfomatch
personality rather than performance Fairness and Acceptability
 Problem-solving
How to Improving
Performance reviews should meet MOST PROACTIVE FORMAT TO OVERCOME
ANDPerformance ? OF How to conducting
performance review ?
IMPROVE PERFORMANCE
the following legal guidelines: EMPLOYEE

Performance ratings must be job Identifying the source of ineffective

related. performance
Employees must be provided with clear,
written job standards in advance of
Performance Diagnosis
ABILITY
Managing Ineffective Performance
their reviews Technical skills
Focus on Changing the Behaviour , not
—Document performance problems Interpersonal skills
the person Problem-solving skills
when they occur.
Reviews should be discussed with Communication skills
employees and corrective guidance Types Performance Review Physical limitations
offered to help poor performers
improve
Tell -and-sell
Performance Review Meetings and MOTIVATE & PERSUASIVE TECHNIQUE
Tell -and-sell
USED TO CHANGE BEHAVIOUR MOTIVATION
Feedback Sessions
Performance Review
Meetings and Feedback Tell -and-listen Career ambition
Goals & expectations
Sessions determined by
Format of meeting/session APPRAISER COMMUNICATION AND
type of performance management system EMPLOYEE'S FEELINGS Job satisfaction & frustrations
used, and a review form Fiarness perception

Problem Solving Relations with coworkers
Usually take 10 - 2 weeks offers sufficient OBTAINS EMPLOYEE BUY-IN FOR A WAY
lead time TO OVERCOME OBTACLES AND
IMPROVE PERFORMANCE
APPRAISER COMMUNICATION AND
How to developing an
EMPLOYEE'S FEELINGS How to conducting
Effective Performance performance review ? ENVIRONMENT
Management System? Equipment/materials
Ask for a self-evaluation Job design
Economic conditions
Provide information and Invite participation
Unions
feedback Express appreciation
Rules & policies
Comply with law Be supportive & show that you care
Managerial support
Minimize criticism Laws & regulations
Set performance standard
Establish goals
Training Appraisers
Follow up day to day