The performance appraisal process provides significant benefits to both employees and the organization. These concepts can help managers perform at their best.
Some common mistakes managers make in performance meetings... things like discussing activities rather than outcomes, getting emotionally involved, or just talking so much that an employee can't get a word edgewise.
Today we will look at the other side of the coin... some important concepts that make a performance appraisal system work and work well.
It is intended for managers who could benefit from little (or more than a little) formal training in "p.a.'s" are all about. Here are some of the key learnings that the program is designed to impart:
Performance Appraisal processes:
- Benefits Both Company and Employee. For a company, it is a way to improve performance and reward results and doing in a predictable and scheduled way. It also provides employees with ongoing insights into how certain parts of the organization function and whether an employee's performance ever leads to legal issues. At the same time, employees are rewarded for past efforts and future improvements, as well as the opportunity to hear about how things can be improved at work.
- It must be legally implemented. To avoid charges of discrimination, managers must 1) set the same standards for all employees doing the same job; 2) give everyone timely feedback; 3) give the opportunity to employees who create any problems to correct their shortcomings; and 4) record every step of the way.
- It should be as good as possible. The idea is to improve, not fault-finding or blame-placing.
- There must be a goal. This means using a single scale (usually an evaluation) and isolating personal, and non-business opinions. Managers should also remember to present a balanced picture of the employee that includes both positive and negative feedback.
- Needs to include the employee in forward planning.?Managers and employees should work together to set goals that are measurable and achievable. If past goals have not been met, supervisors should point out company resources to help reach them in the future.
Performance Appraisals program also gives guidance in conducting appraisal meetings, including the below-mentioned points:
- Start with positive words, and when discussing problems, focus on how to overcome them.
- Make sure the employee understands your pay raise policy. Many employees believe that a good review instantly gets a pay raise.
- Don’t conduct a difficult meeting alone. Ask another manager or HR person to sit in.
- When the meeting is over, make sure the employee knows exactly what to do in the future and what will happen if the agreed-on plan that was made is or is not completed.
The program offers leaders another key insight:
- Don’t wait for the first review for employees to know how they're doing. Praise the good work when it is done. Intervene immediately if performance declines. Always Remember! "Continuous feedback is the key to successful service delivery. Keep the ideas coming!"
