Automobiles are sizeable investments. As a car becomes older, its maintenance becomes increasingly important. There are many tools that every auto owner should have. Auto shops can sometimes charge exurbanite amounts for a simple fix that could have been done at home for much cheaper. Having the proper tools and knowledge will allow any auto owner to save money, learn more about their automobile, and maintain their car.
1. Every auto owner should have a jack and jack stands. When working on a car, more often than not, the car must be elevated. Simple procedures like rotating tires can be done at home with the help of a Jack. Additionally, all car owners should have a jack in their car with them wherever they go. In the unfortunate event of a flat tire, having a jack and a spare tire can lead to a simple tire replacement. In a garage, having a powerful jack and strong jack stands makes it possible for an auto owner to reach every point underneath the car and thus solve problems more efficiently.
2. One of the most important car maintenance practices is the oil change. To maintain an automobile, the oil should be changed once every 3,000 miles. Quintessential to a successful oil change is having an Oil Wrench that takes the oil filter off and allows the oil to be changed expediently. Without an oil wrench, an auto owner may be forced to take their car to an auto shop and overpay for a simple oil change.
3. Often when dealing with parts of the engine, or the hard-to-reach spots under the hood, proper tools are required. A 3/8-inch Socket Set can allow an automobile owner to loosen and subsequently tighten a wide variety of bolts. Different extensions allow the auto owner to obtain the best angles for torque and therefore make auto jobs quite a bit easier.
4. When changing oil, having a funnel, some rags, and a bucket is very helpful. Once again, the oil change is one of the most important maintenances for a car, and it can be done easily by anyone. However, many people do not have the proper tools or knowledge for a successful oil change. Having a funnel can also be useful when refilling any other fluids in one’s car. The funnel serves to make sure that fluids do not get over filled, which can lead to significant problems.
5. Finally, every auto owner should have a pair of solid vice grips. Some times a part will just not come loose. Other times, a car part may not seem to be tight enough despite one’s best efforts. Vice grips can hold a wide variety of car parts and allow the user to obtain more leverage for either tightening or loosening a part. When encountering a part that will simply not come loose, many auto owners will give up and take their car to a shop. Having vice grips can help one to avoid this problem.
Unfortunately, there is no car in existence that doesn’t require constant maintenance. However, with the right tools, anyone can fix minor problems and maintain his or her automobile without the assistance of an auto mechanic. The right tools can lead to a longer last vehicle, and large cost savings. (Mike Scurria)
Tuesday, May 1, 2012
Monday, April 30, 2012
Your Engine, Your Baby: Synthetic or Conventional Oil
One central argument between car enthusiasts and on Internet car forums alike is what oil is better for your car, synthetic or conventional. Before synthetic oils became available for regular automobiles, the argument centered solely on brand types and weight. But now, with the advent of these synthetics all over the market, what is truly the best choice for your engine? Let’s explore both of these worlds to find out.
Conventional oil is rated according to a SAE system. This scale is used so that you know what type of oil is best for your car given the environmental conditions (temperature, city driving, etc.) of where you live. The first number, for example on 10W30 motor oil, is 10 followed by a “W”. This “W” indicates that the number before it is the viscosity rating of the oil. The lower this number, the better the oil is for colder climates. The higher the number, the better it is for hotter driving conditions.
Synthetic oils, on the other hand (before their commercial release) were used in many military vehicles and fighter jets. Airlines also use synthetics in their engines. The synthetic oil has been designed not to break down as quickly and can tolerate extremities in temperature and weather (hot to cold).
One of the major differences between conventional and synthetic oils is that synthetics are treated with more additives that protect your engine for a longer amount of time before you have to change it. And, while we don’t want to get into all the molecular chemistry involved in the making of these oils, we should mention that they also last longer in hotter conditions and won’t “gel” in colder ones, like conventional oil. In other words, synthetics have more additives, which greatly protect the car from viscosity breakdown. They are designed to withstand temperature extremes. It may be safe to say that extreme driving conditions call for the use of synthetics.
On the financial side of the matter, synthetics cost a whole lot more; up to three or four times as much as regular conventional oil. But, the wonderful thing is that you don’t have to change your oil every 3,000 miles; recommended with conventional oil use. In fact, you may not have to change it until well after 25,000 and up to 50,000 miles as long as the oil filter is changed every 10,000 miles. So, the cost at first might scare consumers away, but the long-term benefits of synthetic oil use are substantial.
However, you will still have to be responsible for your car’s maintenance check-up every 3,000 miles or so. With regular oil-changes, you are automatically checking over the car for other problems (or if you don’t an inspection mechanic does). It might help you find a problem that could be dealt with, that could’ve gone unchecked. Also, you’ll want to check the synthetic oil every now and then to be sure that it isn’t contaminated and/or that there isn’t any moisture build-up.
With normal everyday driving, perhaps conventional oils work best for you. You aren’t driving in extreme conditions and you swear allegiance to regular oil. That may be fine. Synthetic oil cannot really offer you anything that conventional oil cannot under normal operating conditions. However, the definition of extreme driving states that if you do a lot of short driving (two to twenty miles) daily, it’s hard on your car. And, specialists agree that this constitutes extreme driving due to the faster breakdown of the structure of conventional oil.
Another major reason that many are choosing the synthetic route is that it contains fewer impurities; impurities that can cause your engine harm, perhaps to the point of premature engine wear. With conventional oil, there’s no way to totally rid, filter or clean the impurities from the natural elements. That’s another reason why synthetic oils do not have to be changed as much even in extreme driving conditions.
You’ll want to be careful; however, if you do decide that you want to give synthetic oils a try. If you’ve been driving your 1983 Ford Thunderbird for years using 10W30, you may not want to switch using your conventional oil brand.
Conventional oils have solvents that stick to gaskets and seals and often cause them to swell a certain way. These gaskets and seals have been used to the same oil for years and the switch to any other type of oil (whether it is to a different conventional oil brand, or an upgrade to a synthetic) may be harmful. The oil you change (or upgrade to) will also have solvents and additives, different from the original. So in other terms, the changing of oils could result in oil leaks and/or a once small oil leak becoming bigger due to the reaction the seals and gaskets will have to the change (not because of the oil itself). If you think that this might be the case for you (i.e. if you have an older car using conventional oil), it’s recommended that you not try synthetic oil until you have an engine (or new car) with relatively virgin gaskets and seals that will be able to acclimate much more easily to the chemical changes of the newer type of oil.
It’s easy to see that that fanfare for one or the other is an argument that has really been explored. It’s best for you to decide what will fit your personal needs. If you have an older car, you may want to wait until you upgrade. However, if you have a newer car, the benefits of synthetic oils are easily seen. Again, it’s solely dependent upon you and the conditions where you drive. Synthetics are shown to provide their best protection above 250 degrees Fahrenheit. Most people do not drive their cars this hot. However, many do drive in cities, where driving times are considered to be more of a “stop-and-go” nature, which may be considered “extreme” in many circumstances. When the time comes for you to make a decision, at least you’ll be informed of the differences of each. And, until that time, no matter what, keep up that automotive pride! (Michael Walker)
Conventional oil is rated according to a SAE system. This scale is used so that you know what type of oil is best for your car given the environmental conditions (temperature, city driving, etc.) of where you live. The first number, for example on 10W30 motor oil, is 10 followed by a “W”. This “W” indicates that the number before it is the viscosity rating of the oil. The lower this number, the better the oil is for colder climates. The higher the number, the better it is for hotter driving conditions.
Synthetic oils, on the other hand (before their commercial release) were used in many military vehicles and fighter jets. Airlines also use synthetics in their engines. The synthetic oil has been designed not to break down as quickly and can tolerate extremities in temperature and weather (hot to cold).
One of the major differences between conventional and synthetic oils is that synthetics are treated with more additives that protect your engine for a longer amount of time before you have to change it. And, while we don’t want to get into all the molecular chemistry involved in the making of these oils, we should mention that they also last longer in hotter conditions and won’t “gel” in colder ones, like conventional oil. In other words, synthetics have more additives, which greatly protect the car from viscosity breakdown. They are designed to withstand temperature extremes. It may be safe to say that extreme driving conditions call for the use of synthetics.
On the financial side of the matter, synthetics cost a whole lot more; up to three or four times as much as regular conventional oil. But, the wonderful thing is that you don’t have to change your oil every 3,000 miles; recommended with conventional oil use. In fact, you may not have to change it until well after 25,000 and up to 50,000 miles as long as the oil filter is changed every 10,000 miles. So, the cost at first might scare consumers away, but the long-term benefits of synthetic oil use are substantial.
However, you will still have to be responsible for your car’s maintenance check-up every 3,000 miles or so. With regular oil-changes, you are automatically checking over the car for other problems (or if you don’t an inspection mechanic does). It might help you find a problem that could be dealt with, that could’ve gone unchecked. Also, you’ll want to check the synthetic oil every now and then to be sure that it isn’t contaminated and/or that there isn’t any moisture build-up.
With normal everyday driving, perhaps conventional oils work best for you. You aren’t driving in extreme conditions and you swear allegiance to regular oil. That may be fine. Synthetic oil cannot really offer you anything that conventional oil cannot under normal operating conditions. However, the definition of extreme driving states that if you do a lot of short driving (two to twenty miles) daily, it’s hard on your car. And, specialists agree that this constitutes extreme driving due to the faster breakdown of the structure of conventional oil.
Another major reason that many are choosing the synthetic route is that it contains fewer impurities; impurities that can cause your engine harm, perhaps to the point of premature engine wear. With conventional oil, there’s no way to totally rid, filter or clean the impurities from the natural elements. That’s another reason why synthetic oils do not have to be changed as much even in extreme driving conditions.
You’ll want to be careful; however, if you do decide that you want to give synthetic oils a try. If you’ve been driving your 1983 Ford Thunderbird for years using 10W30, you may not want to switch using your conventional oil brand.
Conventional oils have solvents that stick to gaskets and seals and often cause them to swell a certain way. These gaskets and seals have been used to the same oil for years and the switch to any other type of oil (whether it is to a different conventional oil brand, or an upgrade to a synthetic) may be harmful. The oil you change (or upgrade to) will also have solvents and additives, different from the original. So in other terms, the changing of oils could result in oil leaks and/or a once small oil leak becoming bigger due to the reaction the seals and gaskets will have to the change (not because of the oil itself). If you think that this might be the case for you (i.e. if you have an older car using conventional oil), it’s recommended that you not try synthetic oil until you have an engine (or new car) with relatively virgin gaskets and seals that will be able to acclimate much more easily to the chemical changes of the newer type of oil.
It’s easy to see that that fanfare for one or the other is an argument that has really been explored. It’s best for you to decide what will fit your personal needs. If you have an older car, you may want to wait until you upgrade. However, if you have a newer car, the benefits of synthetic oils are easily seen. Again, it’s solely dependent upon you and the conditions where you drive. Synthetics are shown to provide their best protection above 250 degrees Fahrenheit. Most people do not drive their cars this hot. However, many do drive in cities, where driving times are considered to be more of a “stop-and-go” nature, which may be considered “extreme” in many circumstances. When the time comes for you to make a decision, at least you’ll be informed of the differences of each. And, until that time, no matter what, keep up that automotive pride! (Michael Walker)
Wednesday, April 25, 2012
The Art of Employee Motivation
If you think that your employees’ poor performance on their designated jobs is costing you a whole lot of loss profits, then instead of just doing a total overhaul of your employee roster, why not try to do some employee motivation tactics to get them to actually come around and be able to save your company from looming bankruptcy. It really is fairly easy and simple to rouse some employee motivation, you just have to take these techniques to heart:
People nowadays are concerned of the lack of importance that is being put into health care plans. Is your company one of those companies who does not provide their employees with the health benefits that they should be entitled too? This is a possible reason why your employees’ morale are down. You need to reassess the situation and try to give them the health benefits that will ensure them that they will be protected by the company that they have been loyal even in their times of sickness. Always remember that a happy worker is a satisfied worker so make sure to use this employee motivation tool in order to give your employees morale a much needed boost.
Remember, companies are usually employed with some women who will, most often than not, become mothers. So it is highly important that you know their needs especially during the time when they would want to avail of their maternity leave. It is important that your company, no matter what kind of product or service you offer, is always sensitive to your employees needs, no matter what gender.
When it comes to having a good health plan for your employees, you must be sure that your health plan is actually of any good or else it would not really do any good to your employees’
morale. Make sure that the health plan will be able to cover all their basic needs and it wouldn’t really hurt if you throw in some added kicks.
Basic health care plans that you can use for employee motivation actually covers the following: full coverage for any basic illness or injury, coverage of hospital payments in case the employee has to be checked in at the hospital or if there are some minor surgeries that need to be done.
Added benefits to further boost employee motivation through a health care plan is through having their dental health covered as well as their optical needs, eyeglass subsidies as well as free dental cleaning and check-ups will be a good treat for your employees and will surely be a great added employee motivation move.
Apart from having a good health care plan for your employee motivation tactics, you must also be able to provide for them some other additional care such as an insurance plan which they can rely on in case something bad happens to them and they are still of service to your company. Even if this employee motivation move will not be availed by the employee’s family during the time of his or her service, your employee can still choose to continue on paying for the premiums of the insurance plan even after he or she has retired from your company. Unfortunately for your employees, once they resign
from a job position at you company the said insurance plan will be revoked since the company will not be able to play for your insurance premiums anymore (remember, all the payments from these employee motivation tactics will actually come from the employee’s salary).
Another great employee motivation move for loyal employees of your company is to have a car loan ready for them, employees who have already served some considerable amount of years in the company should be entitled to a car plan wherein deductions from their salary will be used to pay for their vehicle of choice. This is a great employee motivation move since those who are not able to afford a car (a brand new car at that!) would actually want to continue staying in your company because of this added employee motivation benefit.
From time to time, especially during special occasions, you need to be able to give your employees some added morale boost by organizing events or parties that will foster camaraderie among your employees. A little good time certainly wouldn’t hurt anyone and this will all be in the spirit of good ole’ company fun. Employee motivation directed events such as Christmas parties and company picnics are surely a welcome treat to your seemingly overworked and over fatigue employees.
You must also remember to give your employees some time to unwind like providing your regular employees the benefit of having a two-week paid vacation leave. That’s the least you can do for your employees who you have held captive for the majority of the year in your office.
These are really simple and easy employee motivation tactics that you can do in order to boost your employees’ morale and be able to ensure a good upkeep of your company. (John Morris)
People nowadays are concerned of the lack of importance that is being put into health care plans. Is your company one of those companies who does not provide their employees with the health benefits that they should be entitled too? This is a possible reason why your employees’ morale are down. You need to reassess the situation and try to give them the health benefits that will ensure them that they will be protected by the company that they have been loyal even in their times of sickness. Always remember that a happy worker is a satisfied worker so make sure to use this employee motivation tool in order to give your employees morale a much needed boost.
Remember, companies are usually employed with some women who will, most often than not, become mothers. So it is highly important that you know their needs especially during the time when they would want to avail of their maternity leave. It is important that your company, no matter what kind of product or service you offer, is always sensitive to your employees needs, no matter what gender.
When it comes to having a good health plan for your employees, you must be sure that your health plan is actually of any good or else it would not really do any good to your employees’
morale. Make sure that the health plan will be able to cover all their basic needs and it wouldn’t really hurt if you throw in some added kicks.
Basic health care plans that you can use for employee motivation actually covers the following: full coverage for any basic illness or injury, coverage of hospital payments in case the employee has to be checked in at the hospital or if there are some minor surgeries that need to be done.
Added benefits to further boost employee motivation through a health care plan is through having their dental health covered as well as their optical needs, eyeglass subsidies as well as free dental cleaning and check-ups will be a good treat for your employees and will surely be a great added employee motivation move.
Apart from having a good health care plan for your employee motivation tactics, you must also be able to provide for them some other additional care such as an insurance plan which they can rely on in case something bad happens to them and they are still of service to your company. Even if this employee motivation move will not be availed by the employee’s family during the time of his or her service, your employee can still choose to continue on paying for the premiums of the insurance plan even after he or she has retired from your company. Unfortunately for your employees, once they resign
from a job position at you company the said insurance plan will be revoked since the company will not be able to play for your insurance premiums anymore (remember, all the payments from these employee motivation tactics will actually come from the employee’s salary).
Another great employee motivation move for loyal employees of your company is to have a car loan ready for them, employees who have already served some considerable amount of years in the company should be entitled to a car plan wherein deductions from their salary will be used to pay for their vehicle of choice. This is a great employee motivation move since those who are not able to afford a car (a brand new car at that!) would actually want to continue staying in your company because of this added employee motivation benefit.
From time to time, especially during special occasions, you need to be able to give your employees some added morale boost by organizing events or parties that will foster camaraderie among your employees. A little good time certainly wouldn’t hurt anyone and this will all be in the spirit of good ole’ company fun. Employee motivation directed events such as Christmas parties and company picnics are surely a welcome treat to your seemingly overworked and over fatigue employees.
You must also remember to give your employees some time to unwind like providing your regular employees the benefit of having a two-week paid vacation leave. That’s the least you can do for your employees who you have held captive for the majority of the year in your office.
These are really simple and easy employee motivation tactics that you can do in order to boost your employees’ morale and be able to ensure a good upkeep of your company. (John Morris)
Friday, April 20, 2012
Stop your wasting time right now!
Well not really, you have to know where you are and where you want to be in order to improve anything. So deciding that your time management skills are poor, and learning how to get better and where you want to be is time well spent. How ever in saying that if you've been searching for time management information for days now, and are still looking for a perfect solution there's a chance you’re procrastinating. Just one trait of someone with poor time management.
So what can you do to start improving your time management right away?
Make lists and prioritize
Often it's not that people aren't effective with their time rather they just don't spend the time they have doing the right things. We're all guilty of this at one time or another, but some of us are habitual with it. The easiest way to determine if you do this is to make a list each morning, or the night before of the things you need/want to accomplish
the following or that day. Once you have your list prioritize the items from greatest to least importance. Now spend a day and perform the tasks in the order you prioritized them. This does two things.
a.) It shows you what you need to accomplish in a day so you now have some urgency because you know there are other tasks to get done not just the one your currently working on.
b.) It ensures that the most important items are being taken care of first.
There are times when we can't finish every item on our list but at least we took care of the most important issues first.
Learn to say no
You can't do everything for everyone. Following our list exercise above it's obvious that if you have a list of 20 things and only time for 10 of them in a day then it's hard to accept additional activities from others. Of course there are trade offs that a more important task could come along and you exchange it for another task you were going to do that day. This gets into another discussion on life priorities such as friends, family, career, remember balance is also important. But you can't do everything so if the boss wants you to work late that night, but your supposed to see your son’s hockey game
you have to be able to say no somewhere.
Don't book every moment of your day
Now while we've preached lists, daily organization, and learning to say no you do need to leave some room for flexibility. Booking up every moment of your day so that you're on a minute-by-minute schedule can be a big problem if a mini crisis occurs in the day that wasn't accounted for.
Use other tools
Using day planners, or PDA's to keep track of appointments and to do lists will save time and promote organization on all levels. Also keeping good contact information whether it be in a contact database on your computer or in an address book will save time when you need to contact people. (Ian Henman)
So what can you do to start improving your time management right away?
Make lists and prioritize
Often it's not that people aren't effective with their time rather they just don't spend the time they have doing the right things. We're all guilty of this at one time or another, but some of us are habitual with it. The easiest way to determine if you do this is to make a list each morning, or the night before of the things you need/want to accomplish
the following or that day. Once you have your list prioritize the items from greatest to least importance. Now spend a day and perform the tasks in the order you prioritized them. This does two things.
a.) It shows you what you need to accomplish in a day so you now have some urgency because you know there are other tasks to get done not just the one your currently working on.
b.) It ensures that the most important items are being taken care of first.
There are times when we can't finish every item on our list but at least we took care of the most important issues first.
Learn to say no
You can't do everything for everyone. Following our list exercise above it's obvious that if you have a list of 20 things and only time for 10 of them in a day then it's hard to accept additional activities from others. Of course there are trade offs that a more important task could come along and you exchange it for another task you were going to do that day. This gets into another discussion on life priorities such as friends, family, career, remember balance is also important. But you can't do everything so if the boss wants you to work late that night, but your supposed to see your son’s hockey game
you have to be able to say no somewhere.
Don't book every moment of your day
Now while we've preached lists, daily organization, and learning to say no you do need to leave some room for flexibility. Booking up every moment of your day so that you're on a minute-by-minute schedule can be a big problem if a mini crisis occurs in the day that wasn't accounted for.
Use other tools
Using day planners, or PDA's to keep track of appointments and to do lists will save time and promote organization on all levels. Also keeping good contact information whether it be in a contact database on your computer or in an address book will save time when you need to contact people. (Ian Henman)
Sunday, April 15, 2012
Employee Evaluations: Four Tips to Help Managers with Performance Review Conversations
Managers talk with the people on their teams every day. Whatever the topic, most of these conversations happen with no stress, little anxiety, and minimal tension. But when the conversation is about an employee’s performance, anxieties often abound. Here are four ways to reduce the tension and defensiveness that too often surround performance evaluations.
1. Don’t wait for the meeting to deliver the performance appraisal form.
I worked for large corporations for fifteen years before beginning my consulting career. Every one of those companies — GE, United Airlines, PepsiCo — took performance appraisal very seriously. And my bosses at those companies also took their responsibilities for performance evaluation seriously as well. But all of my bosses kicked off the appraisal discussion in a way that was guaranteed to get it off to a bad start. How did they begin? They set up the time for the meeting and then waited until I was sitting across the desk to hand me their completed appraisal form.
At the start of the meeting my boss would give me his appraisal form and I would engage all of my speed-reading skills, whipping through the document as fast as I could to see what he had said about my performance. While I was reading the evaluation (and probably missing some key points in my haste to take everything in) my boss would be behind his desk, pretending to work, but in truth trying to gauge how I was reacting to the evaluation he had written.
What a terrible way to begin! Don’t wait until the meeting starts to give the employee your performance appraisal document. It’s far more effective to go up to the employee an hour or so in advance of the meeting, and say something like this: “Mary, you know we’re getting together at two o’clock to go over your performance appraisal. Here it is. Why don’t you take some time between now and then to review it? Read it carefully and jot down any questions that you’d like to ask.”
Giving the person the appraisal to review in advance of the meeting can lessen defensiveness. It allows her time to think about what you’ve written and prevents spur-of-the-moment reactions. You’ll usually find that giving the person a chance to read what you’ve written in advance produces much more effective business discussions.
2. Set a time frame (and give yourself an extra fifteen minutes).
Your discussion of a person’s performance evaluation may be one of the most important interactions you'll ever have with that individual; make sure you’ve allowed enough time. In most cases, an hour should be sufficient to review the appraisal document itself as well as discuss many of the other subjects that often pop up during performance reviews — development activities, career plans, and future goals and projects. Make certain that the very next activity you’ve scheduled after finishing the review isn't one that must begin at a set time. If you provide yourself with a little flexibility at the end, you can take the time to wrap up the discussion comfortably.
3. Don’t start by discussing the form itself.
Yes, the form is important, but the form simply serves as the formal record of your assessment of how well the individual has done over the past year. Rather than beginning with the first entry on the appraisal form and moving lockstep through the document item-by-item, it’s more effective to start by asking a general question that requires the employee’s thoughtful consideration: “Tim, you’ve had a chance to read the appraisal. Why don’t you start by telling me how you feel the past year has gone?” Then listen as the individual responds and continue the discussion from there.
4. Don’t fixate on getting the employee to agree with your performance appraisal.
One of the most common questions managers ask me during training sessions involves how they can gain an employee’s agreement with what they’ve written in the performance appraisal, particularly when what they’ve written isn't entirely favorable. “Don’t try!” is my advice to them.
What is a performance appraisal? It is a formal record of the supervisor’s opinion of the quality of the employee’s work. Pay attention to the key phrase, “. . . the supervisor’s opinion . . .”
Of course the employee is going to have a different opinion — all of us believe we’re above average. The goal in the performance review discussion is not to gain the employee’s agreement, although it is nice if that happens, the goal is to gain the employee’s understanding. As long as the employee understands how you came up with the evaluation, you’ve done your job. Of course, he may disagree (particularly if you’ve set the bar high and have tough, demanding standards). But don’t waste time trying to convince a person that you’re right and she’s wrong. The important thing is that she understands your expectations and how her performance was assessed.
There’s a lot more to conducting good appraisal discussions, of course. But these four tips should make a tough job just a little bit easier. (Dick Grote)
1. Don’t wait for the meeting to deliver the performance appraisal form.
I worked for large corporations for fifteen years before beginning my consulting career. Every one of those companies — GE, United Airlines, PepsiCo — took performance appraisal very seriously. And my bosses at those companies also took their responsibilities for performance evaluation seriously as well. But all of my bosses kicked off the appraisal discussion in a way that was guaranteed to get it off to a bad start. How did they begin? They set up the time for the meeting and then waited until I was sitting across the desk to hand me their completed appraisal form.
At the start of the meeting my boss would give me his appraisal form and I would engage all of my speed-reading skills, whipping through the document as fast as I could to see what he had said about my performance. While I was reading the evaluation (and probably missing some key points in my haste to take everything in) my boss would be behind his desk, pretending to work, but in truth trying to gauge how I was reacting to the evaluation he had written.
What a terrible way to begin! Don’t wait until the meeting starts to give the employee your performance appraisal document. It’s far more effective to go up to the employee an hour or so in advance of the meeting, and say something like this: “Mary, you know we’re getting together at two o’clock to go over your performance appraisal. Here it is. Why don’t you take some time between now and then to review it? Read it carefully and jot down any questions that you’d like to ask.”
Giving the person the appraisal to review in advance of the meeting can lessen defensiveness. It allows her time to think about what you’ve written and prevents spur-of-the-moment reactions. You’ll usually find that giving the person a chance to read what you’ve written in advance produces much more effective business discussions.
2. Set a time frame (and give yourself an extra fifteen minutes).
Your discussion of a person’s performance evaluation may be one of the most important interactions you'll ever have with that individual; make sure you’ve allowed enough time. In most cases, an hour should be sufficient to review the appraisal document itself as well as discuss many of the other subjects that often pop up during performance reviews — development activities, career plans, and future goals and projects. Make certain that the very next activity you’ve scheduled after finishing the review isn't one that must begin at a set time. If you provide yourself with a little flexibility at the end, you can take the time to wrap up the discussion comfortably.
3. Don’t start by discussing the form itself.
Yes, the form is important, but the form simply serves as the formal record of your assessment of how well the individual has done over the past year. Rather than beginning with the first entry on the appraisal form and moving lockstep through the document item-by-item, it’s more effective to start by asking a general question that requires the employee’s thoughtful consideration: “Tim, you’ve had a chance to read the appraisal. Why don’t you start by telling me how you feel the past year has gone?” Then listen as the individual responds and continue the discussion from there.
4. Don’t fixate on getting the employee to agree with your performance appraisal.
One of the most common questions managers ask me during training sessions involves how they can gain an employee’s agreement with what they’ve written in the performance appraisal, particularly when what they’ve written isn't entirely favorable. “Don’t try!” is my advice to them.
What is a performance appraisal? It is a formal record of the supervisor’s opinion of the quality of the employee’s work. Pay attention to the key phrase, “. . . the supervisor’s opinion . . .”
Of course the employee is going to have a different opinion — all of us believe we’re above average. The goal in the performance review discussion is not to gain the employee’s agreement, although it is nice if that happens, the goal is to gain the employee’s understanding. As long as the employee understands how you came up with the evaluation, you’ve done your job. Of course, he may disagree (particularly if you’ve set the bar high and have tough, demanding standards). But don’t waste time trying to convince a person that you’re right and she’s wrong. The important thing is that she understands your expectations and how her performance was assessed.
There’s a lot more to conducting good appraisal discussions, of course. But these four tips should make a tough job just a little bit easier. (Dick Grote)
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