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How can you identify communication issues during performance evaluations?

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Performance evaluations are an essential part of staff development, but they can also be a source of communication issues. If you want to give constructive feedback, motivate your employees, and avoid misunderstandings, you need to identify and address the potential barriers that can affect your communication during performance evaluations. Here are some tips on how to do that.

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Stanislas Helou

Harvard Business Review Advisor, Luxury Villa Expert, Board Member, Award-Winning Luxury Consultant & University…
Lisa V Macdonald MBA, CHRL, CCS

HR Leader
Marga Michinel

Consultora y Divulgadora en Inteligencia Emocional???? / Impulso Equipos a ser Emocionalmente Inteligentes y a poseer…

1 Assess your communication style

Before you conduct a performance evaluation, you should reflect on your own communication style and how it might influence the way you deliver and receive feedback. Are you clear, concise, and respectful? Do you use positive and negative reinforcement appropriately? Do you listen actively and empathetically? Do you adapt your communication to different situations and personalities? By being aware of your strengths and weaknesses as a communicator, you can improve your effectiveness and avoid common pitfalls.

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Marga Michinel

Consultora y Divulgadora en Inteligencia Emocional???? / Impulso Equipos a ser Emocionalmente Inteligentes y a poseer una Comunicación Eficiente / Charlas, Programas y Mentorías ??/ Humanista y Docente ??
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Hablaba hace poco en uno de mis post sobre la importancia de la comunicación y de cómo le hacemos llegar el mensaje al otro... Hay que estar muy atentos al paralenguaje que en muchas ocasiones nos lo dice todo. Las palabras pueden llegar a ser como las flechas, una vez que las lanzas no hay marcha atrás. La entonación también nos marca el ritmo de la conversación y nos ayuda a generar confianza en el otro. Desde luego una de las armas más poderosas que tenemos como profesionales, es el saber comunicar, saber dirigirnos a los demás es vital para desarrollar una buena labor.

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Lisa V Macdonald MBA, CHRL, CCS

HR Leader
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The aim of evaluation is to promote growth, constructive feedback, and a better understanding of workplace communication expectations for every employee, thus resulting in a more successful and harmonious work environment. Self awareness is key

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2 Prepare your feedback

One of the most important aspects of communication during performance evaluations is the feedback you provide to your employees. To make sure your feedback is relevant, specific, and actionable, you should prepare it in advance and base it on concrete evidence and examples. You should also balance your feedback by highlighting the achievements and strengths of your employees, as well as the areas for improvement and the goals for the future. Additionally, you should use clear and consistent criteria and standards to evaluate your employees, and avoid vague or subjective judgments.

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Lisa V Macdonald MBA, CHRL, CCS

HR Leader
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In my experience it is important to be culturally sensitive to the employee Also I found that depending on how long you have been in Canada , the approach has to be customized

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Marga Michinel

Consultora y Divulgadora en Inteligencia Emocional???? / Impulso Equipos a ser Emocionalmente Inteligentes y a poseer una Comunicación Eficiente / Charlas, Programas y Mentorías ??/ Humanista y Docente ??
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A la hora de comentar las evaluaciones de desempe?o es importante preparar el "discurso" y saber comunicar asertivametne al trabajador los puntos importantes de la evaluación para que pueda avanzar y hacer su propia autocrítica. Deberíamos ser "exquisitos" a la hora de trasladarle los resultados para poder "balancear" los logros y fortalezas del empleado, a la vez que se la hace partícipe de los puntos débiles y de mejora. Trata de cerrar los comentarios haciendo un balance positivo y dejándole entrever que aunque todo es susceptible de mejora, estás orgulloso del esfuerzo realizado.

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3 Choose the right time and place

Another factor that can affect your communication during performance evaluations is the timing and setting of the meeting. You should choose a time and place that is convenient, comfortable, and private for both you and your employee. You should also avoid scheduling the meeting too close to deadlines, holidays, or stressful events, as they might distract or influence your employee's mood and performance. Furthermore, you should allocate enough time for the meeting, so that you can cover all the topics and address any questions or concerns.

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Dulce Schischof

HR Business Partner | Desenvolvimento Humano | Gente & Gest?o | Recursos Humanos
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Este é um dos pontos mais importantes a serem considerados. Presenciei gestores realizando feedback com pressa, sem tempo suficiente para esclarecimento do tema abordado, sem a possibilidade do funcionário falar a respeito. Outro ponto é n?o providenciar um local privado, principalmente para feedbacks difíceis. a Privacidade para o funcionário receber o feedback deve ser levado em considera??o.

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Stanislas Helou

Harvard Business Review Advisor, Luxury Villa Expert, Board Member, Award-Winning Luxury Consultant & University Lecturer
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Timing is crucial, as discussing communication problems in the heat of the moment may lead to heightened emotions and miscommunication. It is advisable to find a time when both parties are calm and able to focus on the conversation. Similarly, selecting an appropriate setting that allows for privacy and confidentiality is essential to creating a safe and open environment for discussion. By choosing the right time and place, both the manager and employee can engage in a constructive dialogue, fostering understanding, and working towards improving communication skills and resolving any issues that may exist.

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4 Encourage dialogue

A performance evaluation should not be a one-way communication, but a dialogue between you and your employee. You should encourage your employee to share their opinions, feelings, and expectations, and listen to them attentively and respectfully. You should also ask open-ended questions, such as "How do you feel about your progress?" or "What challenges did you face this year?" to elicit more information and insights. Moreover, you should invite your employee to give you feedback on your leadership and support, and acknowledge their contributions and suggestions.

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5 Use non-verbal cues

Non-verbal cues, such as eye contact, facial expressions, gestures, and tone of voice, can also influence your communication during performance evaluations. You should use non-verbal cues that convey interest, confidence, and appreciation, and avoid those that signal boredom, impatience, or hostility. You should also pay attention to your employee's non-verbal cues, as they might indicate their emotions, attitudes, and reactions to your feedback. If you notice any signs of confusion, frustration, or resentment, you should address them promptly and diplomatically.

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Stanislas Helou

Harvard Business Review Advisor, Luxury Villa Expert, Board Member, Award-Winning Luxury Consultant & University Lecturer
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Using non-verbal cues (facial expressions, body language, and gestures, etc...) during a review with your staff/reports is crucial for effective communication and understanding. By being conscious of and utilizing non-verbal cues, you can enhance clarity, improve rapport, and foster a more supportive and engaging environment during the review process. Additionally,they can help identify the level of engagement and understanding of the staff, allowing for adjustments to be made in real-time to ensure effective communication and better outcomes.

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6 Follow up

The communication during performance evaluations does not end with the meeting, but continues with the follow-up. You should document the main points and outcomes of the meeting, and share them with your employee. You should also provide your employee with the resources and support they need to achieve their goals and improve their performance. Additionally, you should monitor your employee's progress and provide ongoing feedback and recognition. By following up, you can reinforce your communication, build trust, and motivate your employee.

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Marga Michinel

Consultora y Divulgadora en Inteligencia Emocional???? / Impulso Equipos a ser Emocionalmente Inteligentes y a poseer una Comunicación Eficiente / Charlas, Programas y Mentorías ??/ Humanista y Docente ??
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Uno de los puntos débiles que tienen muchas empresas y que se repiten, consiste en que una vez realizada la evaluación de desempe?o y de comunicarle a su empleado el resultado, no se realiza un seguimiento para supervisar las areas de mejora y sobre todo para dar herramientas de apoyo al trabajador. Si bien es cierto, que en ocasiones está en manos del empleado el area de mejora, en otras se trata de supervisarle y que se sienta acompa?ado, por lo tanto, si no hay un seguimiento de nada le sirve.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you identify communication issues during performance evaluations?

1

2

3

4

5

6

7

1 Assess your communication style

2 Prepare your feedback

3 Choose the right time and place

4 Encourage dialogue

5 Use non-verbal cues

6 Follow up

7 Here’s what else to consider

Staff Development

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How can you identify communication issues during performance evaluations?

1

2

3

4

5

6

7

1 Assess your communication style

2 Prepare your feedback

3 Choose the right time and place

4 Encourage dialogue

5 Use non-verbal cues

6 Follow up

7 Here’s what else to consider

Staff Development

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感谢您的反馈

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