Before the holidays, just in time for performance review time in the US, eblin group published a guide to doing these things right. Since you’re all doing them now (we hope), here are some tips.
1. Be Specific. What did the employee do right or wrong? Sugarcoating and uprating people does no good. Use a performance scale, too.
2. Less is More. Focus on two or three things that you want people to continue. Focus on one thing you’d like them not to do. The good should outweigh the bad, otherwise, why are they working for you?
3. More is More. See items one and two. Only if this is an A++ employee on the Dan Kennedy no bull*** scale.
And whatever you do, do it in person to all the people who work directly for you.