Could it be that that awkward annual event, the performance evaluation or review, might become less awkward if supervisors did more reviewing? A new publication from the Warehousing Education and Research Council suggests that by practicing good performance management skills, supervisors can significantly increase employee productivity and simultaneously decrease some of the anxiety associated with annual reviews. WERC’s new self-study booklet titled “Managing Performance,” No. 3 in its WERCbook series, aims to help supervisors do just that.
A performance evaluation generally occurs once or twice a year and usually forms an important part of the basis for determining the employee’s compensation and promotion. In contrast, performance management is a complex, ongoing process that provides immediate supervisory feedback to employees to help them meet company goals and increase overall productivity.
The WERC booklet is divided into three main sections: performance planning, coaching and counseling, and performance appraisal. In keeping with the self-study approach, each section consists of an explication of the subject of the section followed by worksheets that encourage the reader to apply the concept to his/her particular operation. The booklet also uses examples of tools such as performance management rating scales; sample work standards descriptions; performance feedback logs for coaching; and concrete suggestions for handling performance appraisal discussions. For more information contact WERC at (630) 990-0001 or e-mail [email protected].
Sample Performance Level Definition
| Unplanned Absence (per year) | PERFORMANCE LEVEL | Late Arrival/Early Departure |
|---|---|---|
| 0-2 | EXCELLENT | 0-3 |
| 3-5 | SATISFACTORY | 4-7 |
| 6+ | UNSATISFACTORY | 8+ |
| Source: Warehousing Education and Research Council | ||