Timeliness is also an important part of a helpful review. After a hard day's work, knowing what you have done well enables the employee to continue in that pattern. Negative or constructive feedback, if specific, is at least conducive to positive change, as opposed to no feedback at all, or feedback after it is too late to alter one's performance.

Question

Particularly given the 'two point' bias in favor of the employee's performance -- yes, the manger should review the employee's appraisal. A manager should have an idea of how the employee sees him or herself, which will enable the manger to specifically target areas where the employee is consciously, rather than unconsciously lacking in critical areas.

Question

Welch's "forced distribution" is a system to minimize the tendency for managers to give everyone a good or a bad rating -- the manager must rank all employees, from best to worst,...
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