Ten Tips for Creating a Terrific Performance Management System – Tip #8
by Dick Grote Add a commentTip #8 — Train all appraisers.
Performance appraisal requires a multitude of skills — behavioral observation and discrimination, goal-setting, developing people, confronting unacceptable performance, persuading, problem-solving, planning. Unless appraiser training is universal and comprehensive, the program won’t produce much. And be sure to stress the most important requirement of all: the need for courage.
One of the most useful training tools is to give all appraisers a sample of a completed performance appraisal that’s a model of the way you’d like all appraisals to be written. And make sure that the performance described in the sample appraisal is that of an ordinary performer (or even a marginal one), not that of a star.
About the Author
Dick Grote has been a management consultant for almost thirty years, specializing exclusively in the field of employee performance appraisal and management. As a consultant, he has created employee performance management systems for several hundred of the world’s best known and most respected companies, including Texas Instruments, JCPenney, Miller Brewing Company, American Airlines, Macy’s, Raytheon, Burlington Northern Santa Fe Railroad, and Herman Miller. His company, Grote Consulting, specializes in employee performance appraisal, employee performance improvement and talent management.
