write:Don’t rush or talk too much. Reviews should be interactive. Don’t let whatever“form” you use dictate your process; it’s not about the form. If you are doing all thetalkin

or hurried. Don’t make assumptions about how the employeeis receiving the feedback. Emotionally charged situations often fostermisunderstanding. Probe for understanding reactions
including confirmation of thecritical points of the review.Don’t rush or talk too much. Reviews should be interactive. Don’t let whatever“form” you use dictate your process; it’s not about the form. If you are doing all thetalking
you’ve probably lost them.Discussion Questions1. Which of the do’s for performance appraisal would you find most difficult to do?Explain why.2. Which of the don’ts for performance appraisal would you find most difficult torefrain from doing? Explain why.3. Provide an example of how you would specifically coach a follower on how toimprove their communication with coworkers. What would you say to them?Source: Basking
K. (2013). Performance appraisal do’s and don’ts. Retrieved fromwww.evaluationforms.org/tips/performance-appraisal-dos-and-donts451

 

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