English for Business

Speaking
Section 5-Interviews

Unit 37 Carrying out performance reviews

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 Outline
A. Warm up (3mins)
B. Useful tips (7mins)
C. Conversation (13mins)

D. Further reading (after-class)

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 Suggested time: 3mins

A. Warm up

Q:
Do you know what performance
review is about? Have your
performance in your school or
workplace ever been evaluated?

The purpose of the performance In this lesson, you will learn:

review is for the line manager to
review what the employee does,
evaluate how well they perform, and
discuss objectives for the next year.
➢ Process of conducting a performance
review meeting (绩效评估)
➢ Criteria on setting objectives: SMART

© 2017 Acadsoc Limited TI: Ask S the warm-up questions and then introduce the topic to S. 2
 Suggested time: 3mins

B. Useful tips
1. Process of conducting a performance review meeting:

Step Discuss the scope of the job, for example the job description,
1 the employee’s responsibilities, and any changes to them.
Tip
You don’t have to strictly follow
Assess employee’s performance. Find out the employee’s
Step these four steps in this order
opinion of his/her performance, and then present his/her own
2 when conducting a
assessment supported by evidence.
performance review meeting.
But the meeting should include
Step Set objectives for the coming year or next quarter based on these four aspects.
3 the criteria rule: SMART.

Step Find out what goals and plans the employee has for their
4 career and talk about the skills and experience needed for the
employee to accomplish their career goals.

© 2017 Acadsoc Limited TI: Guide S to learn this part including the tip on the right, and explain if needed. 3
 Suggested time: 4mins

2. Criteria on setting objectives: SMART

Outline in a clear statement precisely

➢ Objectives set out what a business Specific what is required.
is trying to achieve. It is important for
leaders and managers to get the
Include a measure to enable you to monitor
process of setting objectives right, as
Measurable progress and to know when the objective has
inadequately formulated objectives
been achieved.
could guide an individual, a team or
an organization in the wrong This focuses on how important a goal is to you
direction. and what you can do to make it attainable (可达成
Achievable
➢ SMART is designed to provide 的). Think about how to accomplish the goal and
structure and guidance throughout a whether you have the tools and skills needed.
project and better identify what you Focus on outcomes rather than the means of
want to accomplish. This method is Realistic achieving them.
especially effective in helping
employees set goals that align with
(使一致) the company. Timely Agree the date by which the outcome must
(Time-bound) be achieved.

TI: Guide S to learn what SMART respectively stands for and make sure S
© 2017 Acadsoc Limited understands all of them. 4
 Suggested time: 3mins
C. Conversation
Caterina Black (C), a senior manager is giving one of her team leaders, Edward
(E) his annual performance review. There are four dialogs. Listen carefully and figure out
how Caterina conducts the performance review meeting.
(32s) http://www.acadsoc.com.cn/IES/Aplayer.aspx?code=D4206E4955F62691

Dialog 1
C: So, first of all, I’d like to check if we’re on the same page regarding your
responsibilities. You supervise the sales staff for the whole south-eastern region,
you’re a member of the European sales committee, and you coordinate the
cooperation between the production team and marketing. Have I missed
anything?
E: Don’t forget, I’m captain of the company’s basketball team as well.
C: Of course not! Especially after you won the Intercompany Cup in April. Would
you like to add anything else?
E: No, I think that’s covered pretty much everything. [To be continued]

• How did Caterina start the meeting?

• Which step does Caterina follow? Explain in your own words.

© 2017 Acadsoc Limited TI: Explain the instruction to S and then ask S to answer the questions after listening. 5
 Suggested time: 3mins

(43s) http://www.acadsoc.com.cn/IES/Aplayer.aspx?code=D1EB671EAE788002

Dialog 2
C: Good. So, how do you feel about your performance this year?
E: Well, quite good. I hit all my sales targets we set in last year’s review.
C: Yes, that’s true. My impression is that you enjoy that part of your work most.
E: Hmm, well that is my main responsibility.
C: Quite right. However, working together with the production department is very
important and I’ve observed that the cooperation between marketing and
production hasn’t really improved. We still seem to have the same problems that
we had last year.
E: I’m not quite sure what you mean.
C: Production still complains about lack of advance information from us.
E: Well, they are just so inflexible. [To be continued]

• What question did Caterina ask to judge the employee’s performance?

• Is the employee satisfied with his performance? Why or why not?
• Which step does Caterina follow?

TI: Ask S to listen to the audio and then answer the questions. Play the recording 6
© 2017 Acadsoc Limited
again if needed.
 Suggested time: 3mins

(44s) http://www.acadsoc.com.cn/IES/Aplayer.aspx?code=B32453237F7DCFC7

Dialog 3
C: I quite agree. But the bottom line is, we have to work together. So, I would like
you to establish a job rotation scheme. I want two salespeople to spend six
months in production and two people from production to replace them in our
sales team. That way, both departments will get a better idea of what needs to
be done.
E: Oh…but they won’t know any of our customers!
C: Well, you’ll have to train them. I expect you to organize this by the end of the
month.
E: The end of the month?!
C: Yes. I’ve spoken to Tom Wikinson in production and he agrees with me that this
is the best way forward. He’ll set up a meeting with you for later this afternoon.
E: I see. Well, perhaps it will help. [To be continued ]

• What did Caterina want the employee to do in the coming year?

• If you were Edward, do you think the goal that the employer sets for you is realistic and
achievable? Why or why not?

© 2017 Acadsoc Limited TI: Ask S to listen to the audio and then answer the questions. 7
 Suggested time: 4mins
(31s) http://www.acadsoc.com.cn/IES/Aplayer.aspx?code=9C768950D0211E7C

Dialog 4
C: Good. Now, let’s move on to discuss your development. Looking ahead, I think
it would be a good idea if you took part in some project management training.
E: Sure. It’s definitely something I’m interested in.
C: Good, because down the line, project work is going to be where the best
opportunities for promotion are in our company. And I feel you need to develop
your leadership skills.
E: Definitely. I mean I would really appreciate any opportunities I get to improve on
that aspect of my work. [The end of conversation]

• What skill(s) did Caterina want the employee to improve?

• Do you think Caterina follows the four-step process on conducting a performance review
meeting?
• After finishing the four dialogues, is this an effective meeting to evaluate the employee’s
performance in your view?

© 2017 Acadsoc Limited TI: Ask S to answer the above questions. Encourage S to speak as much as possible. 8
 After-class
D. Further reading
What you should know when conducting a performance review meeting:

Conversation is the key word when you define a

performance review meeting. If you are doing all of
the talking, the performance review meeting will
become a lecture and is less effective. The
employee will feel as if he was yelled at and treated
unjustly (不公正地).
In order to make the evaluation meeting more
effective and productive, you can encourage this
conversation by asking questions such as:
✓ What do you expect to be the most challenging
goals for this quarter?
✓ What are your hopes for your achievements at
our company this year?
✓ How often would you like to receive feedback?
✓ What support can the department provide for
you that will help you reach these goals?
Remember:
➢ The performance review process is an
interaction.
➢ Listen to your employee. Encourage
reactions and suggestions——let him/her
say what he/she needs to say.
➢ If there are areas that need improvement,
encourage your employee to come up
with solutions for improvement.
➢ If an employee disagrees with you, allow
him/her to discuss his/her feelings. Listen
without arguing or defending your point
of view. Be prepared to adjust your views,
if appropriate.

© 2017 Acadsoc Limited TI: Ask S to read this part after class. If time allows, teach this part in class to expand S’s knowledge. 9
 ￥2

See you the next unit!

In this lesson, you’ve learned the process of conducting a performance review meeting
and SMART. Please review what you learned in this class and prepare yourself for the
next unit. See you soon!

© 2017 Acadsoc Limited 10