{"version":"1.0","provider_name":"BullseyeEngagement","provider_url":"https:\/\/www.bullseyeengagement.com\/blog","author_name":"Bullseye Engagement","author_url":"https:\/\/www.bullseyeengagement.com\/blog\/author\/gracebatkins\/","title":"Performance Appraisal Guidelines | Bullseye Engagement","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"YgjZnLLOfQ\"><a href=\"https:\/\/www.bullseyeengagement.com\/blog\/performance-appraisal-guidelines\/\">Performance Appraisal Guidelines<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/www.bullseyeengagement.com\/blog\/performance-appraisal-guidelines\/embed\/#?secret=YgjZnLLOfQ\" width=\"600\" height=\"338\" title=\"&#8220;Performance Appraisal Guidelines&#8221; &#8212; BullseyeEngagement\" data-secret=\"YgjZnLLOfQ\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script type=\"text\/javascript\">\n\/* <![CDATA[ *\/\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/* ]]> *\/\n<\/script>\n","thumbnail_url":"https:\/\/www.bullseyeengagement.com\/blog\/wp-content\/uploads\/2013\/11\/Performance-Appraisal-Guidelines.jpg","thumbnail_width":760,"thumbnail_height":360,"description":"The performance evaluation process can be difficult sometimes. Some employees may react defensively. Sometimes employees do not understand the benefits of a positive appraisal. If your workers feel that there is unevenness in coming down hard on some while making it easy on others there will be disappointment and dissatisfaction. You can address these problems with the below guidelines: Give Specific Instruction Set and properly explain goals &amp; standards for your employees and what they will have to do to achieve them. Never say \u201cimprove quality\u201d &amp; \u201cwork harder\u201d. Rather say exactly what you want from them like, \u201cdon&#8217;t make more than two mistakes in data entry a day\u201d or \u201cincrease sales 10% over last month&#8217;s sales\u201d. Similarly, when[&hellip;]"}