performance appraisal

what are elements of effective feedback?

timely: should not be happening a lot of time later

balanced: not all bad or good, things to improve and things that are good at

specific: focus on behaviors on how to improve

what is the star approach?

helps focus attention on behaviors that got them to their current level of performance

can be used to reinforce good performance as well as to help people improve

can be used to give feedback verbally or in writing

what are the steps in STAR feedback?

Situation

Task

Action

Result

what is the sandwich effect for feedback?

positive topics with opportunity ti improve in-between

describe a performance appraisal

one of the most personally charged responsibilities that one has as a peer and/or as a manager

can increase productivity and retention

when done well, has the potential to promote continues development, support career choices and foster professional success

when not done well has the potential to demotivate and discourage

what are performance appraisal tools?

rating scales: compared to a standard, desired behaviors, job description

behavioral anchored rating scale (BARS): works better with observable skills, might be a checklist of behaviors

might include: overall performance, organizational values, specific job responsibilities, performance towards goals

describe self appraisal

summary of ones work

1. introspective: done independently of managers appraisal

2. create a portfolio

3. goals and action plan to accomplish the goals

positive aspects: self growth and self awareness

drawbacks

1. undervalue or inflate productivity

2. need for validation feedback

3. feel uncomfortable in self appraisal

what is a peer review?

peers rather than supervisors carry out monitoring and assessment of a peer

use a standard appraisal tool, protect anonymity

considerations

1. number and mix of reviewers: who chooses

2. does the peer review affect their raise?

drawbacks

1. nurse can feel uncomfortable evaluating peers

2. time consuming

3. training required: appropriate feedback, specific, constructive, offers solutions

what are effective appraisals?

conducted in a private setting

standards and behaviors that will serve as the basis for the appraisal are known. expectations are clearly communicated

avoid surprises

employee strengths, areas of improvement, encouragement. if several problems: pick only major ones

obtain signature (indicates that the material was reviewed; does not indicate agreement with contents)

may need to plan for return discussion

list some common pitfalls and biases

recency effect: recent issues weighted more heavily than past performances

halo effect: one or two positive aspects of the assessment or behavior unduly influence all other aspects of performance

horns effect: some negative aspects of the employees performance to influence the assessment to such an extent that other levels of job

Matthew effect: when employees receive the same appraisal results, year after year

central tendency effect: most of their employees as average

what is performance appraisal?

how well employees carry out their duties

should be based on standards and known expectations

emotionally charged process

can motivate growth

subject to bias

what is performance management?

employee has more input into continuous process improvement

regular assessment of accomplishments and opportunities to work on goals

describe effective coaching

be specific

be descriptive, not evaluative, about what was wrong with the work performance

be aware of biases

give direct feedback to behavior that needs to be changed

be sensitive

ensure the person understood the feedback