There shouldn’t be any surprises for you or your employees at annual performance review time. Over the past year, you should have:
1. Set personal performance objectives with each employee at the beginning of the rating period
2. Determined the five most important behavioral competencies for each position
3. Recorded both on the employees’ Employee Performance Review forms
4. Held regular progress reviews with your employees on achievement against objectives and progress on developing their behavioral skills
5. Regularly coached your employees towards improved performance in both areas
Now, all you have to do is follow the instructions on the EPR and the annual performance review should be an enjoyable and rewarding experience for both you and your employees.