Explain the different types of performance evaluation meetings and feedback sessions.

Question

What will be an ideal response?

Answer 1

There are three basic types of formats for providing feedback during a performance evaluation meeting or feedback session: tell-and-sell, tell-and-listen, and problem-solving.Tell-and-Sell. The skills required in the tell-and-sell format include the ability to persuade an employee to change his or her behavior in a certain way. This may require the development of new behaviors on the part of the employee and skillful use of motivational incentives on the part of the appraiser/supervisor. But because there is less communication on the part of the employee, this format is less than ideal. However, it may be used if other formats haven't worked, the employee is resistant to change, or the employee is reluctant to participate in the discussion.Tell-and-Listen. In the tell-and-listen format, the appraiser or supervisor communicates the strong and weak points of an employee's job performance during the first part of the session. During the second part of the session, the employee's feelings about the evaluation are thoroughly explored. The tell-and-listen method gives both managers and employees the opportunity to release and iron out any frustrating feelings they might have.Problem-Solving. This format is the most proactive. Listening, accepting, and responding to feelings are essential elements of it. However, the format goes beyond an interest in the employee's feelings. It seeks to obtain the employees' buy-in for a mutually agreed-upon way to overcome obstacles and actually improve the person's actual performance.
Managers shouldn't assume that one format is best for every review session. Rather, they can use one or more of the formats depending on the purpose of the session, the topic being discussed, and the receptiveness of the employee.