Although this performance discussion is an opportunity for you to discuss your employee’s work during a given period of time, it is also, and importantly, a time for you and your employee to check perceptions and reach mutual understandings and agreements about the purposes and priorities of their jobs. This discussion can positively influence your mutual working relationship. For the performance appraisal process to fulfill its purposes, both of you need to actively participate. If you find that your ideas about the job are different from those of your employee, you should not be reluctant to encourage your employee to explain their perceptions. In preparing your employees to participate fully and productively, have them consider their job and their performance in terms of the following questions. Have them plan to provide feedback about what is going well and what could be done differently that would be beneficial for them and their job.

Before the discussion:
-- Review the individual’s Work Plan and Development Plan.

-- Review conversations you have held during the year regarding the employee’s progress.

-- Arrange a mutually agreeable time and place to have the appraisal discussion.

-- Be sure that the location is conducive to a private exchange.

-- Provide the employee with the performance management documentation before you meet.

During the discussion:
--At the beginning of the session, check the employee’s understanding of the purpose of the appraisal discussion and his/her perceptions regarding the job requirements, the Work Plan, and the Development Plan.

--Think about the manner in which you will communicate.

--Be candid and honest about both negative and positive evaluations.

--Allow adequate time for the session and be sure that there are no interruptions.

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CEO, A.E. Schwartz & Associates, Boston, MA., a comprehensive organization which offers over 40 skills based management training programs. Mr. Schwartz conducts over 150 programs annually for clients in industry, research, technology, government, Fortune 100/500 companies, and nonprofit organizations worldwide. He is often found at conferences as a key note presenter and/or facilitator. His style is fast-paced, participatory, practical, and humorous. He has authored over 65 books and products, and taught/lectured at over a dozen colleges and universities throughout the United States.

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