Category Archives: ways

Four Effective Ways to Make Performance Appraisal Easier for Everyone

One day, one of my supervisors came to my office and requested that one of his employees shall be reassigned due to poor performance in his office.  When I called the attention of the employee for his poor performance as verbally reported to me by his supervisor, he reacted: “Is he kidding, Madam?  He always gave me a “Very Satisfactory” performance rating every rating period.”

At the end of the rating period, the employee just simply copies his or her previous performance appraisal forms and submits them to the supervisor for confirmation and signature.

On the other hand, majority of the supervisors are not honest in rating their employees.  The supervisor gives a “Very Satisfactory” rating to the employee even if he or she doesn’t deserve it, as the supervisor is sick of getting arguments from his people when they didn’t get the rating they thought they deserve.

An appraisal is supposed to be informative for you and your employee.  It ought to inform him how he’s doing in relation to performance targets.  It is supposed to identify his strengths and the areas where he needs improvement.  Conducted correctly, it can help you get the performance you need.  But if you rate employees higher than they are worthy of, they begin to think they’re okay and might not be urged to do better.

Here are the four effective ways to make performance appraisal easier for you and your employee:

1.  Make sure to evaluate employees fairly.  Don’t play favoritism in rating employees.  Establish uniform performance standards as your guide.

2.  Stick to facts and shun evaluations of performance based on casual observations. Gather data and keep written records of performance of employees as basis of evaluation.

3.  Keep a better balance between praise  and criticism during your performance evaluation meeting. Commend the employee for the areas where he excels in performance and point out the areas where he needs improvement.

4.  Select one or two goals for the employee to work toward instead of trying to change everything overnight. For the areas where he needs improvement, set two goals for him to achieve for him to improve his performance.

I know you also have your own list in mind and I am glad if you could share it with us by leaving your comments below this post.

Your friend,

Nimia Acebes

Five Ways to Manage your Secretary, for you to Operate at Peak Performance

In my previous article, I emphasize that your secretary can make or break you. Your secretary is the extension of your hands and feet in just getting all the things done that you can’t take time “mechanically” to do yourself.

Here are the five ways to manage your secretary, for you to operate at peak performance:

1.  Your secretary must be specially selected by you. He or she must be specially or carefully selected by you to suit your temperament.

However, if you are in government offices, whenever you are assigned to your new office, you usually inherit the secretary of your predecessor.  So, it takes a lot of patience and perseverance to adjust to each other.

2.  Establish warm and friendly relation with your secretary. Although a majority of you are aloof at some people, you must have a harmonious working relationship with your secretary in order to perform effectively.

3.  Keep your secretary informed. As anticipated, he or she will be handling confidential information, it’s important to stress to your secretary the need for a tight lip.  It is quite futile, however, to anticipate him or her to assist in the management of your office without being aware of what they need to know to get the job done.

4.  Know what your secretary is doing. This is one of your basic requirements in using a secretary.

5.  Make your secretary adapt to you. The main requirement of a secretary is that he or she be flexible in adapting his or her work habits to those of the executive.  In other words, a good secretary requires the personality of a chameleon.

I know you have also some ways in your list and I will be glad to read your thoughts by leaving your comments below this post.

Your friend,

Nimia Acebes