Elise Smart has a few possibilities to consider before selecting few points to be discussed with Darlene in the performance appraisal meeting. Following is a suggestive list of considerations that she could adopt for her meeting:
- The foremost discussion to be considered with Ketchum would be to re-assess the tasks that were given to Ketchum which she readily agreed to finish and make a list of those responsibilities that were assigned to Ketchum before she went on a maternal leave.
- Performance appraisal is all about assessing the performance of an individual and comparing it with either the minimum threshold of performance designed by the organization or the promise and commitment from the individual towards a specific task (Aguinis, 2009). I this case, Ketchum had agreed enthusiastically to take the task offered and finish it without delay, which she however did not in the end. Smart must consider the actual hurdles that came into the execution of the tasks given to Ketchum and consider their implications.
- It is important for Smart to know Ketchum’s perception about performance appraisal meetings since she had not secured anything less than an “Outstanding” or “Excellent” rating earlier. This will change Smart’s approach and she can speak to her in Ketchum’s language of performance review. This is important because a wrong perception about performance review meetings can cause diminishing employee attitudes and performance rather than enhancing it (Heslin & VandeWalle, 2009).
- Smart must review the performance of Ketchum over the last five years and get a glimpse of her talent, skills, knowledge, and execution and accomplishing abilities. This will be very beneficial to make Ketchum aware about her potential and where is she lacking in the current assignment.