Speaker Notes
Slide 1: Introduction: Today we will be addressing the advantages of implementing an employee performance evaluation program and look at the advantages to the company from its use. We will also be talking about succession planning which aligns itself neatly with the evaluation program. Often Employee evaluations are seen as something burdensome by managers and useless or unfair by the direct reports who have been evaluated. Today we will address some of these concerns and look specifically at: benefits of employee evaluations, pre-appraisal activities/benefits, proper delivery of appraisal results, using evaluations to build value for the company, follow up process and furthering employees’ career goals, what models are being used, and team performance vs. individual performance. The latter portion of today’s presentation will be about the career succession planning process, and like the evaluation system, how this helps both the employee and the company.
Slide 2: What are the positive results from a well prepared and well delivered appraisal?
If anyone has had the occasion to be evaluated by a supervisor in the work place I would ask you to dwell for a moment on how the message was delivered. All too often in my personal experience I was left wanting after the evaluation process was finished. I have also been asked to write my own appraisals of my performance because my manager was too busy or uninterested in providing feedback of my performance. This can be extremely frustrating and lead to employee disenchantment with the company. Every employee should have a good assessment of where they rank in the company specific to their performance. It’s more than just a “pat on the back” or in some cases, a “smack on the wrist”. Honest and constructive appraisals, whether glowing or inferior, is owed to each member of our company. By delivering