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Performance Management and Appraisal Questions From The Employee's Perspective
Too often, we forget that it takes TWO to make performance management and employee performance reviews work. We tend to focus on the manager, and ignore the employee. On this page you'll find questions and answers about employee reviews and performance management from the employee's point of view. The performance management process can only work when manager and employee work together.
- How can I (an employee) benefit from performance reviews and performance management?
- What can I do to make the performance review more useful to me, the employee?
- How Often Should My Performance Be Reviewed?
- My Boss Has No Interest In Having a Formal Employee Evaluation. What Should I Do?
- What do I do if I disagree with my supervisor's appraisal opinions?
- If I don't agree with the appraisal, should I sign it?
- How Honest Should I Be If I'm Asked to Provide Feedback Regarding My Supervisor's Performance By My Supervisor?
- How Can I Best Prepare For My Performance Review Meeting?
- Should I Receive A Copy of the Staff Appraisal Form Prior to Meeting My Supervisor For My Performance Review?
- Should I Worry If My Performance Evaluation Is Outstanding In All Aspects Without Any Suggestions For Improvement?
- My Supervisor Stopped Doing Staff Appraisals Once I Reached The Top of My Pay Grade. What Should I Do?
- I Work For A Department That Awards A Performance Bonus Annually To A Few Deserving Employees. This Year, However, In An Effort To Keep Bonus Information Confidential, Those Receiving A Bonus Were Requested Not To Reveal That They Had Received A Bonus. What, if Anything, Does This Say About Management's Methods of Performance Management?
- What Action, If Any, Should I Take If A Performance Issue Never Previously Brought To My Attention Is Now Documented In My Review?
- Should I Go To Human Resources To Protest An Evaluation I Believe Is Unfair?
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