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Performance evaluation, part 3: Communicating with employees in the evaluation process.

Robert E Gregg1

  • 1Boardman Law Firm, 1 South Pinckney Street, P.O. Box 927, Madison, WI 53701-0927, USA. rgregg@boardmanlawfirm.com

The Journal of Medical Practice Management : MPM
|November 24, 2005
PubMed
Summary

This article series concludes by detailing how to effectively communicate performance evaluation results to employees. Proper communication ensures fairness and aids in employee development, building on previous discussions of evaluation validity and common rating errors.

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Area of Science:

  • Human Resources Management
  • Organizational Psychology
  • Performance Management

Background:

  • Previous articles in this series reviewed the concept of performance evaluation, its legal validity, objective rating criteria, and common errors in personnel appraisal.
  • Effective performance evaluation requires not only accurate assessment but also clear communication of results to employees.

Purpose of the Study:

  • To provide guidance on the crucial aspect of communicating performance evaluation outcomes to employees.
  • To offer practical strategies for managers to effectively convey feedback, fostering understanding and development.

Main Methods:

  • Discussion of best practices for delivering performance feedback.
  • Emphasis on constructive dialogue and setting future expectations.

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Main Results:

  • Effective communication of performance evaluation results is vital for employee morale and development.
  • Clear, constructive feedback helps employees understand their strengths and areas for improvement.

Conclusions:

  • The final article in the series underscores the importance of the communication phase in the performance evaluation process.
  • Implementing effective communication strategies enhances the overall utility and impact of performance appraisals.