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
Link to person’s own goals
Strive for commitment to oneself
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