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It is important to address both.
I would start with praising the strengths so the employee knows that they are valued.
Then for the weaknesses I would first state that my impression is that there is room for improvement in a particular area (stating the area of weakness). I would then give an example where this weakness appeared and suggest an alternative way in which the employee could have reacted that would have given a better result. It is important to give the employee the chance to comment on this, and then to conclude together on how to work on the area of weakness in order to improve it.
Yes , I do. Because performance review is the most important schedule in corporate.
In review through highlighting last month’s stupendous achievement by employees I share the key of success by practical examples.
By highlighting weakness I prefer to ask why such thing occur in our system & how we become over from the same. In reviews we shares our opinions ,Ideas & problems , It’s a place where we learn lots of things & charged for the next month.
Managers should be specific in terms of setting targets and expectations. Should be able to communicate clearly and well prepared to discuss all the aspects in the review. Manager and Leads should be highly professional and unbiased and should not attempt to shadow weaknesses with strengths, clearly explaining their views. If not, then it definitely jeopardizes the very essence of performance reviews and appraisals. A good review will definitely groom and mentally prepare the employee for days ahead.
Precisely the point of doing a performance review. You need not highlight one over the other but instead address the weakness to recommend improvements/corrective actions and recognize the strengths to motivate the staff and continue to perform well.
Both. The strenght should be greeted and thanked and encourage them to keep on doing the same. There weakness should be raised to discuss the reasons and find a solution to avoid it in the future.
Yes, i would for surely speak about the weaknesses and their strength in appraisal. so that they can over come and explain me why they lack behind an i can understand him/her better. and we can work out on the wekness part and can help them to over come.
Well I agree with Alia Hammami that both things must be addressed but in such a way that weakness could be covered by highlighting the strength.
There is no staffs’ weakness. It will always be a team’s weakness. And if a person performs extremely well, surely he should be appreciated for his exceptional performance. This will bring a positive energy to all the other team members.
Yes ! Definitely the both must to be highlighted in the performance review so that I can manage all my team members accordingly and advise them and also provide for their training if there is any weakness in their efficiencies.
before team leader and manager we are human being and we must know human emotions and how to deal with that.
its human nature if someone appear for xam if he/she fails den negativity comes in mind and if he/she tops den dey r self motivated.
so we should take use of dat and praise their strength in such a way dat when we tel their weakness it is noticed by them bt dey r nt depressed wid dat instead they are so much motivated that want to improve more and give their100%.
