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.