2
Extra Departmental Observations
If your team interacts regularly with other people, departments
or divisions, the observations of selected professionals can often
enlighten you about the perceived performance of your team
members. This is one benefit of the 360-degree performance
appraisal. Remember: The key word here is “perceived.” The
opinions of those who interact only occasionally with your people
should be considered only as they support the overall weight of
departmental opinion.
Caution: This method can be the least trustworthy way to
assess a team member’s performance level. Depending on your
special situation, however, it can add some weight to your
employee’s performance appraisal. Likewise, seeking insight
from team members is dangerous. The value of confidentiality
is diminished.
Input From the Individual
Finally, seek input from the individual in order to understand
her professional motivation, problems and career goals. While you
have already conferred one-on-one with each team member,
allowing each person to respond to a short informal questionnaire
gives the employee the chance to expand on ideas she may have
only touched on in your face-to-face discussion. One such
questionnaire (“Talent Inventory”) was suggested in Chapter 1
(page 30). Here is another questionnaire on the next page.
The Five-Step StaffCoaching™ Model