Performance appraisal info can give a valuable boost to any manager charged with delivering the good and bad news to employees regarding their performance. When performed correctly and in the right spirit, performance appraisals can help employees improve their performance and reach their goals.

It's important for managers to study performance appraisal information resources. Basics of performance review will set you on the right path before you sit across the desk from a nervous employee. Luckily, there are many performance appraisal reference materials available, as well as systems you can order and even consultants you can hire. With help, you can deliver constructive criticism that will boost your employee and your company.

To get the most out of performance appraisal resources, consider the following tips:

1. Be consistent. Use your performance appraisal reference materials to create a standard form, and use the same timeline for all employees.

2. Give your employees a heads-up by giving them two weeks' notice of their pending review.

3. Make sure you're communicating year-round with your employees, not just at review time. There should be no surprises during the review.

Action Steps
The best contacts and resources to help you get it done

Take time to read performance appraisal reference material

Before you invest your time and money into a performance appraisal kit, with its standard forms and key performance appraisal phrases, invest time learning about the reasons performance evaluations are a necessity in business. By approaching your goal in this way, you may discover the process is more valuable than you previously believed.

I recommend: Free Management Library is a great source of information on performance appraisals. Work 911 discusses the point of performance evaluations: to improve performance in the future.

Use performance appraisal resources to change your old ways

It may make sense for your company to invest in a performance appraisal information resource that will overhaul your previous way of conducting employee evaluations, or start one if you've never had a system in place before. Make sure you receive training along with the package to get the best value for your investment.

I recommend: The Archer North Performance Appraisal System (ANPAS) is a package including three versions of appraisals, appraisal forms for management and sales, a user's manual in MS Word and training slides in Powerpoint. Zigon Performance can assess your current performance appraisal system, recommend improvements or customize a new system and train your evaluators.

Use computer programs that offer performance appraisal information

Computer software programs can dramatically cut the time needed to complete evaluations. Look for performance appraisal resources that simplify the human resources functions all in one place.

I recommend: Halogen eAppraisal is a web-based software program that takes the guesswork out of employee evaluation time with a host of performance appraisal resources, such as employee performance journals and authoring tools, including key performance evaluation phrases. Manager Assistant is a complete employee management software program, helping you to stay organized as you complete necessary reports.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  Make sure your employee evaluations are legal. There's a long list of things you shouldn't say. Consult your company lawyer if you need performance appraisal info.

Regardless if you are a new manager or a seasoned department head, the inevitable fact is that you will have to give a review. Whether you know how to effectively do that is a whole other can of worms, though. To help, utilize the plethora of performance appraisal information found online and make your next evaluation efficient and uncomplicated.

Performance appraisal reference materials are available electronically from many sources on the web. From success firms to management groups, performance appraisal information resources and performance appraisal phrases abound.

To find the right performance appraisal information for you:

1. Find out if your colleagues have any recommendations.

2. If not, begin your web search.

3. Look for companies that suit your need in your price range.

4. Utilize their performance evaluation phrases and performance appraisal reference materials on the next review that you perform.

Action Steps
The best contacts and resources to help you get it done

Root out reputable performance appraisal resources

When you look online, you will be inundated with sites that offer performance appraisal information as software packages. Choose a company that is not shy about listing their big name customers, and don't be afraid to ask questions.

I recommend: SuccessFactors helps you with performance management regardless if you are a company of 2 or 20,000. You can also sign up for a free trial offer. ManagerAssistant offers a single user edition of their software for only $395.00. You can check out their free demo, or visit their list of clients, which include big name companies like ESPN, JetBlue Airways, and Bank of America.

Utilize performance appraisal information in a user-friendly format

Other companies will offer you web-based programs that you operate completely through their online website.

I recommend: Visit HRN Management Group. Their Performance Pro is available in a free 30-day trial that gives you access to all of their product features. They also encourage you to check out one of their online webinars to maximize your trial of the software.

Pursue free performance appraisal reference material

You can also find free online performance appraisal info and performance appraisal phrases.

I recommend: Visit ZPG, which offers free measurement resources to those who register. You can also visit the Performance Management and Appraisal Help Center, which is a comprehensive site of articles, definitions, and tools for the real world.

Book it to the store for performance appraisal information resources

You are not limited to electronic resources and company websites for performance evaluation phrases and performance appraisal information. Major book retailers also offer you a wide range of hard copy reading material as well.

I recommend: Check out Barnes & Noble or Amazon for the latest in performance appraisal research and literature.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  Use performance appraisal phrases sparingly. You want to sound knowledgeable, not like you just came from manager 101.
• •  Consider investing in a local seminar. SkillPath offers a wide variety of events, including the one that I had the pleasure (or displeasure due to the circumstances) of attending: Dealing Effectively With Unacceptable Employee Behavior, in most metropolitan areas.

If you're dreading the annual performance review process for your employees, take heart and use good performance appraisal resources. Grumbling aside, don't discount how, when properly executed, your feedback can help an employee reach his professional goals or identify a poor performer. Making the most of performance appraisal information resources will help your employees and company succeed.

Preparation is the key to using performance appraisal resources to their fullest potential. The best performance evaluation phrases are useless if you don't know your employee well enough to comment on his performance. Performance appraisals should sum up a whole year's work, not the last month as you're scrambling to fill in the blanks. Using high-quality performance appraisal reference materials will help you deliver a proper analysis of employee performance.

Get the most out of performance appraisal resources by following some important tips.

1. Delve into performance appraisal research before you sit down with employees for best results.

2. Be careful with your language and approach when conducting employee evaluations.

3. Get feedback from the employee and allow them to comment on their job progress and outlook, and use the time to gather ideas from the employee to end on an up note.

Action Steps
The best contacts and resources to help you get it done

Keep legalities in mind when looking at performance appraisal information

Make sure your performance appraisal phrases and other information follows the law by consulting an employment lawyer if you're unsure. The last thing you want is for an employee to sue your company for discrimination because you commented on an employee's race, sex, religion, nationality or disability.

I recommend: The Free Management Library explains how to use information on performance appraisals legally and fairly for all employees. The Performance Appraisal Handbook is a must among performance appraisal info to help managers avoid legal pitfalls of employee evaluations.

Decide on your approach through performance appraisal resources

Decide whether you are going to take the traditional route of evaluating employees' past performance, or put the focus on goal setting for the future. Employees may respond better to the latter approach, using constructive criticism as the means and improvement in identified areas the goal.

I recommend: The Performance Appraisal Tips Help Page explains the different types of employee evaluation methods. Business Know-How discusses the basics of conducting employee performance appraisals.

Make the most of technology with performance appraisal reference materials

Eliminate unnecessary paper with some of the newest performance appraisal information resources that help you manage the process online. By eliminating the drudgery of paperwork, you might spark your own enthusiasm to record employee actions.

I recommend: Listen to a webcast about Measure Now, a performance management and Employee appraisal software tool. Transform your processes with web-based evaluation software from SuccessFactors, with programs tailored for all sizes of businesses.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  Try not to measure trivial matters when evaluating employees. Instead, decide on what's most important by delving into job descriptions and performance appraisal information.

For companies with an annual review, both managers and employees may find themselves in a sweat as the time approaches. One way to help calm these pre-review worries is to organize your performance appraisal information with resources and key terms. You may want to look at your company's method for approaching a review, or you may want to consider whether your managers are compliant with state and federal laws. You may also find that it's important to ensure your managers use constructive criticism during all reviews.

Action Steps
The best contacts and resources to help you get it done

Annual performance review

Most companies work on an annual performance basis, which means the review occurs once a year. The most successful reviews are ones in which both the management and employee have prepared for the review in advance.

I recommend: The International Association of Administrative Professionals is a performance review information resource that provides information detailing how to prepare for an annual review.

Legalities

Legalities is a term referring to the need for a company to be in compliance with state and federal laws. During a performance review, it is critical for managers to follow proper legalities, which include avoiding discrimination of any type.

I recommend: The Free Management Library offers resources to help you ensure your performance reviews comply with the law.

Peer review performance appraisal

A peer review performance appraisal is a part of an annual performance review in which co-workers perform part of the analysis. Some companies believe that peers will provide a more accurate portrayal of a co-worker's contributions, or lack-thereof, to the company, because they see how the co-worker performs on a daily basis.

I recommend: HC Pro analyzes the use of peer review performance evaluations and discusses best practices.

360 degree performance review

360 degree performance reviews offer managers performance information from a variety of sources in order to provide a complete picture of an employee's performance. These reviews can include self evaluations, peer reviews, supervisor reviews and manager reviews.

I recommend: Toolpack Consulting offers resources for managers wanting to implement a 360 degree review. You can find an overview for this style at its website.

Constructive criticism

Constructive criticism is a method that managers can use to present negative information in a non-threatening way. Constructive criticism seeks to provide the employee with information detailing how the employee can improve performance to be more in line with the company's expectations.

I recommend: Oregon State University offers resources for using constructive criticism, which you can apply to performance appraisal information.

Standard evaluation

A standard evaluation is a method through which you ensure that all employees receive equal and fair treatment for the review.

I recommend: The University of Texas offers information for using a standard form to complete performance reviews. It offers examples of different types of forms you can use.