The Link Between Employee Appraisals and Performance Management, Part 3: How to Make Employee Appraisals a Continuous Process

Welcome to the third and final part of our series on the link between employee appraisals and performance management. In this issue, we'll show you how to make appraisals a continuous process that benefits you and your employees.

Why Continuous Appraisals Matter

Employee appraisal is not just a one-time event. It should be an ongoing dialogue that helps you and your employees grow and improve. Appraisals are a chance to:

- Give and receive feedback on performance and behavior

- Recognize achievements and celebrate successes

- Identify areas for improvement and development

- Set SMART goals for the future

- Align performance with the organization's vision and values

But appraisals alone are not enough. You must follow up with employees regularly and provide ongoing support and coaching.

This will help them:

- Stay motivated, engaged, and productive

- Overcome challenges and solve problems

- Learn new skills and acquire new knowledge

- Achieve their goals and reach their potential

- Feel valued and appreciated

How to Do Continuous Appraisals

• Schedule regular check-ins with your employees throughout the year. These can be informal chats or more structured meetings depending on your preferences and needs. Use these check-ins to review progress, celebrate wins, provide feedback, and adjust goals as needed.
• Ask your employees for their input and feedback on their work and performance. Listen to their concerns and suggestions and act on them when possible. Encourage employees to seek feedback from their peers, customers, or other stakeholders. This will help them gain different perspectives and insights into their work.
• Provide your employees with learning and development opportunities that match their interests and goals. This can include training courses, mentoring programs, job shadowing, or cross-functional projects.
• Recognize and reward your employees for their achievements and contributions. This can be done verbally, in writing, or through formal recognition programs.

As we’ve seen in this series, employee appraisals are a critical component of performance management. By making employee appraisals a continuous process, you will create a culture of performance excellence in your organization. And what’s more? You will have a happier, more productive, and more engaged team, and you will also foster a positive relationship with your employees based on trust, respect, and mutual growth.

Let us know your thoughts on this series in the comments section below. Catch up on part 1 & part 2? in case you missed them!

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