6 Ways Managers Mess Up Performance Evaluations

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Hi. Good news.

Gordon of KS 1:05AM December 24, 2008

Another advantage of giving specific praise and correction is you avoid being wrong on issues you don't know about. You could have an employee who worked really hard on a specific project during the last year. If it was an important project that will stick out in your mind more than, in many cases, a year of mediocre productivity.
If you praise the specific project the employee will appreciate it more, not feel like they 'got away with' being just OK the rest of the year, and the employee's coworkers won't get miffed when they find out you praised the employee as a hard worker.

Bohdan Rohbock of UT 2:33PM December 03, 2008

So simple but so good. When my initial probation was extended all I was told was: "you need more coaching than your predecessors". When I asked for an example I got none. A month later "I was doing a great job" - as if I just flipped a switch.
I'm not sure which is worse: my managers or the fact that I haven't been able to find a better job 2 years later. Equally as perplexing is that I'm reading this and my managers aren't.

Ron of PA 9:06PM December 02, 2008

Thanks for a very smart article.I have been a worker for 30
years and I never received a review which reflected my own
devotion or worth to a company. I have often received overall
comments which seemed to originate in far away space by people
who are making believe I do nothing at the same time taking credit for it. go figure. Barbara B.

barbara B of NY 1:39PM December 01, 2008