15 Traits Every Reporting Manager Should Possess

It's Appraisal time and all are busy in filling up what they have excelled in the past One Year. Then the Onus is on the Reporting Managers. Their Review enables someone to scale New Heights.

But, Reporting Managers also need to know a couple of things. Here are the sorted 15 segments that every Reporting Manager should Focus on:

1. Create a Comfortable Environment

Making your performance review setting as welcoming as you can go a long way toward making your employee feel at ease even before the meeting starts. Put yourself in the position of your staff. You enter a large meeting room. You are instructed to take a seat at the other end of a long table by the manager who is seated at the other end. The likelihood is that your employee will feel intimidated if you do.

There is nothing wrong with doing a performance evaluation in a conference room, but try to make the employee feel at comfortable by sitting next to them rather than 20 feet away.

2. Cut Down Distractions to Focus

It is best to hold your performance reviews somewhere else than your office to reduce distractions. Even minor interruptions, such as phone calls, emails, the beeping of your cell phone, or a knock at the door, reduce the impact and poignancy of what you have to say.

If you do want to do a performance review in-person with your staff (which is a terrific way to make them feel at ease), make sure to turn off your email, mute your phones, and post a "Do Not Disturb" sign on your door prior to the meeting.

3. Use the Job Description to Start the Process

Many managers find it difficult to know where to begin when writing a performance assessment. Review the job description, is my advice. Asking yourself these questions will serve as the foundation for the remainder of your review, whether it is for a waiter, food runner, customer service representative, or someone else entirely.

Did the individual fulfill all of the obligations and specifications outlined in the job description? Make sure the job description is current as you review it. Has the job since the time the description was created changed? Has the employee's job description changed since being hired? You won't be able to give a fair performance assessment unless the job description is current and correct.

4. Perform Evaluations Frequently

Don't have a performance review every year. Instead, offer commentary all year long. At the conclusion of significant projects, many organizations conduct performance evaluations. Some people have them set to every three months.

Choose a frequency that works for both your company and your employees. A performance evaluation shouldn't come as a surprise, too. Your staff ought to be aware of its impending arrival.

5. Avoid Coloring Your Appraisal With Just Recent Performances

Don't let your judgment of your staff members be influenced by their most recent actions. A performance evaluation should take into account everything that has happened since the previous assessment, not just the previous week or month.

When you consider the overall picture, rather than simply the instance from last month when the employee salvaged a significant project or the instance when he missed a crucial deadline, it can help you be more objective when providing an evaluation.

6. Focus The Review On Important Issues

A performance evaluation should, at its core, be based on the following three criteria:

• Fundamental Competencies unique to the business
• Skillsets specific to a given job
• Achievement

The first two competencies may cover abilities like planning ahead, product or company knowledge, attitude, and any other necessary for the job. Now is an excellent moment to establish these competencies if your company hasn't already.

7. Consider all facets of the Employee's Performance.

The significance of each of the aforementioned competencies and important criteria varies. Because of this, it's crucial to consider all facets of your employees' performance.

For instance, corporate-specific competencies (such as dedication to the company) should be valued at 20%. A 30% weighting should be given to position-specific competencies, such as customer service orientation. Accomplishment (the capacity to realize objectives and achieve deadlines) ought to be valued at 50%.

8. Conduct a Yearly In-Person Performance Review

For less frequent reviews, a written performance review is helpful, but it's best to conduct a face-to-face evaluation at least once a year. Your voice tone and facial emotions have a big impact on what you can say. No matter how carefully worded, a letter cannot convey those things.

In addition to allowing for a dialogue regarding your employee's work, a face-to-face performance evaluation also allows for a one-sided diatribe.

9. Focus On The Good

Always start your review on a favorable note, whether it be in writing or in person. The employee will be in a more positive frame of mind and will be more receptive to the ideas for change that follow.

10. Conclude on a positive note

Imagine your performance assessment as a sandwich, with the bread representing the positives and the meat, lettuce, and condiments representing the downsides. As discussed previously, it's a good idea to start the performance review off positively to establish the tone, but it's equally shrewd to end positively.

The topic you discuss last will probably be the one the employee recalls the most. If that final item is unfavorable, it can have an impact on everything they do when they get back to work. Even if the employee has a lot to work on, end on a positive note to help them feel good about themselves and confident in their position.

11. Be Open and Honest with your coworkers.

The best course of action is to be upfront and honest with your colleagues about their performance. Don't mince words or sugarcoat your evaluation. The evaluation process is difficult enough without forcing your staff to figure out what you're trying to say, and they'll be able to tell when you're being overly flattering.

12. Incorporate Peer Evaluations and Self Evaluations

Get input from the employee's coworkers before you give them a review. Asking the employee how she feels she is performing can be helpful to your analysis as well. Giving you the most full picture of a worker's performance is achievable with the help of peer feedback and self-evaluations.

13. Employ Appropriate Language

Your choice of words is just as significant as the idea you're trying to convey. It is crucial to utilize the appropriate terminology during the performance review because of this. Try to be as precise and clear as you can without appearing clichéd or insincere.

The adjectives "good," "great," and "outstanding" should be avoided. Instead, choose verbs of action like Excels, Decisive, Responsive, Dedicated, Knowledgeable, and Honest in your review.

These words are more meaningful because they are more evocative.

14. Goal Setting

Every good performance review must include both a Review of Previous Goals and the setting of New Ones.

Setting goals for your staff members gives them something to strive for. You provide them with a means of measuring their performance. They can examine what they're doing and consider whether it is bringing them any closer to reaching their objectives. What can I do to make those objectives simpler to achieve?

15. Provide Informal Recommendations Before And During The Performance Review

Don't restrict input to formal, scheduled events that happen once or twice a year. Give unofficial evaluations and recommendations all year round. Make sure to record any areas an employee needs to improve in their file so you can refer to them when it's time for the annual performance evaluation. This will enable the individual to daily work on their areas of strength and weakness.

Don't forget to give high-performing personnel feedback as well. Let them know they're succeeding so they won't feel the need to alter their behavior. They might feel like an important member of the team with as little as a simple "nice job" email or note on their desk.

Just Sit Back, Relax and give your Full Attention to the Performance Appraisal Process. Your Review & Rating means a lot to your Team Members.