Frequently Asked Questions

What do I do if my employee does not have a current job description?

If the review is coming up, use goals and other documentation that you have agreed to in the absence of a more formal job description. Either you or a human resource manager should then write a current job description to bring to the performance appraisal meeting, so that you can use that as a baseline from then on.

My employee has had some family problems recently and his performance has been suffering. How should I handle this?

While you can be sympathetic, you must discuss the issues with him honestly and openly. Explain that you understand he has been under a lot of pressure, but review job expectations. Discuss possible solutions together and help prioritize his work, so that performance expectations are very clear.

I'm the manager, yet I always get nervous before a formal performance appraisal. What should I do?

It is common to think of the performance appraisal as a confrontational or unpleasant event. Remember the purpose of the appraisal is to help support your employee and promote excellent performance. To help keep you focused, bring clear agenda notes and use the opening as a time to establish rapport with your employee.