Too often, managers talk only about the financial consequences of the employee’s performance and pay lip service to the developmental side of the appraisal process. But the year-end meeting is an excellent time to discuss skill weaknesses evident in the employee’s performance and create action plans to strengthen these areas.
Sample Employee Progress Report
Employee development is for outstanding performers, too. If an employee has consistently exceeded expectations for several years, she is probably frustrated with the lack of opportunities for promotion or new challenges. During the appraisal, then, you can discuss training programs that would develop skills and increase employability.
If opportunities for promotion don’t exist within your organization, or are of little interest to the employee, then you may want to discuss new assignments that would be challenging. If the employees are not interested in new responsibilities, discuss ways they can operate more independently.
For outstanding employees, your mutual goal is to answer the question, “What can we do to help you accomplish more?” For other employees, the goal is another question: “How can we make it easier for you to meet and exceed this year’s goals?”