Typical benchmarking discussion is one-sided. You talk and the worker is listening. As a result, everyone pulls the encounter when he feels he is off and disallowed.
Annual performance evaluation discussion can be a very productive and positive experience if both parties are fully involved in the conversation. It is a fact that pain-free performance evaluations are based on this principle. The employee speaks more than the manager.
Encouraging the inclusion of spreadsheets and employee involvement in the conversation should be encouraged with open questions. Here are some that will get you started:
o What do you think about performance appraisal?
o What was the surprise of the evaluation?
o What was your most appreciated appreciation?
o What results did you make this year that were not included in the rating?
o Do you like your job the most?
o What are the challenges or most of your work?
o What could we do next year to make it easier for you to work?
o What could we do next year to be less frustrated with your work?
o If you could do one thing to change your job, what would it be?
o How can I help you better?
Before performing the next performance appraisal with a worker, consider how to engage them in the conversation. Some questions of open-ended questions can be the answer to involve them in the process. This may be the first step for a biased and motivated employee.
Source by sbobet