Critical Incidents Method

The critical incidents method is a performance appraisal method in which a manager keeps a written record of the positive and negative performance of employees throughout the performance period.

We use critical incidents to do a good assessment of the entire review period, and we coach during the entire review period when needed for developmental decisions. We need to continually conduct informal coaching and discipline, when warranted, as we make notes of critical incidents to use during the formal review. With clear standards and coaching, you can minimize disagreements over performance during the formal performance appraisal because employees will know what is coming.

Although critical incidents are commonly used for developmental decisions, they are also used for evaluative decisions. For legal purposes, having a list of documented critical incidents is especially important leading up the evaluative decision of firing employees.

Coaching is part of this ongoing process, and it involves helping employees succeed by monitoring their performance through giving feedback to praise progress and to redirect inappropriate behavior as often as needed. One error that inexperienced or unskilled managers tend to make in critical incidents evaluation is focusing on the negative actions of employees.

Remember that a good, balanced evaluation includes both positive and negative feedback, so look for good performance, not just poor performance, and praise good work when you see it.