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Plan the appraisalmeeting.

Make sure you will not be doing all of the talking. Consider dividing the time up by starting with a summary of the year (which is typically all that employees are listening for). Then follow that statement with feedback about the first part of the performance period, the middle part of the performance period, and then the end of the performance period. Reinforce the summary of the year (i.e., “As a result of all that we’ve just reviewed, I see your performance as being __________ for the year.”). After this, discuss the employee’s developmental needs and plans for the future.

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