Evaluating performance

Work from the same framework

Whenever a coach/manager is asked to evaluate an employee, it is important that both the coach and the employee work from the same performance framework.

This “framework” can be as simple as 3-4 bullet points both have agreed upon, or as elaborate as 10 categories each with a number of underlying bullet points.

The key is that both parties have a standard by which they can both evaluate performance, and that neither is able to “move the goal posts” and surprising the other party.

Start from self-evaluation first

Align differences in perception

Strive for commitment to oneself

New content

This page is regularly updated. Please check the Midstage Manual for new content for this page.


Page last updated Wed, 22 Sep 2021 14:55:08 +0000