Uses and Tips for Getting The Most From Performance Appraisals For Employees Managers can provide a copy of this helpcard to each when scheduling appraisal meetings so the employee can prepare properly. Couple this with verbal instructions and explanation, and you have a winning appraisal solution. Human Resources may want to purchase copies to give to all managers and supervisors who can use that as above. Or simply distribute them directly to employees, or include them as part of orientation/onboarding. Trainers, group facilitators can use this as a great take-away related to performance improvement, performance appraisals, productivity improvement. It's no longer necessary to create something from scratch, when you have a training aid so "on the mark". Or, it's possible to use the content on which to base a complete seminar on the topic. Deep discounts for the purchase of multiple copies make this an ideal purchase to share with managers, or learning group members.

Getting The Most From Performance Appraisals For Employees Helpcard

"If you aren't playing an active role in your performance appraisals, how can you possibly get anything good out of it?

You can't. It's that simple. You don't run a marriage that way -- waiting for your spouse to "do something to you". Why would you do it at work?

Managers can't do it all, even if they are skilled. It's your job and your career, so work with your supervisor to create a better work environment. Be a real player in your own job success.

But how?

Performance appraisal discussions (and for that matter all of the steps in performance management) provide a forum for genuine, constructive discussion of job performance. You can use this opportunity to:

• review what happened, and identify barriers to your success
• enlist the help of your manager to become a better, happier employee
• clarify your responsibilities and authority levels (what decisions can you make)
• discuss sensitive issues like salary, promotion, job enrichment

Be Active

Be Constructive

Be Involved

Be Successful

But You Have To Do It Well!

Like anything else, it takes some skill to become a constructive, active participant in performance appraisals and to take control of your career. It takes some forethought, a little bit of planning, and an understanding of what performance appraisal should be all about. Managers need to keep up their end (and we have tools for them), but you need to step up.

The good news...

...is that we've created a tool that you can read and digest in less than an hour that will help you reduce the discomfort of performance appraisals and increase success. Getting The Most From Performance Appraisals will walk you through how to plan for your meeting, what to say, questions to ask, and HOW to talk constructively.

We've created a truly unique aid aimed at helping employees be active and constructive participants in the appraisal process. The principles and behaviors suggested in this helpcard complement those included in the helpcards aimed at managers.

Content
This 8.5 x 11 inch two sided card provides information to employees about the purpose of performance appraisals, and how to go about making it work for them. This information is essential to helping employees feel that manager and employee are "on the same side" during performance appraisals. Here's a list of what's included:

• Appraisals - An Imperfect Process
• What's Appraisal For?
• Where Are The Benefits
• What Makes Performance Appraisal Work?
• Preparing For the Review/Appraisal Meeting
• During The Appraisal Meeting
• Surviving Silly Forms
• When You Disagree

Get Your Copy Now and Take Control