Employee performance appraisals are integral part of an organisation’s management system. A performance appraisal is a process that involves the evaluation of an employees’ performance in order to acquire data and provide feedback on how employees have performed in their jobs. Performance appraisals are conducted annually and employees’ performances are evaluated according to a set line of objectives and goals they were required to meet. Performance appraisals are important because, they play a role in determining employee wage raises and promotions. In addition, they help determine employees’ strengths as well as shortcomings to provide steps on how to improve. Finally, appraisals greatly benefit employees as they provide them with feedback and guidance which in turn enable them to further develop their careers. In this article, we’ll look at some of the ways that you can conduct performance appraisals that are beneficial to both management and employees.
- HAVE A CLEAR OUTLINE
Generally, performance appraisals are usually a bit uncomfortable and slightly stressful for all parties involved. This is primarily becuase the setting is so formal and employees are nervous about finding out how they have performed throughout the year. This discomfort and tension can be eased by having a clear outline of the task at hand. Using a job performance evaluation form will be helpful in preparing for the meeting. It will ensure that all the right questions are asked in order to get the best outline of how an employee has performed.
- INVOLVE YOUR EMPLOYEES
Employee involvement in their performance appraisals refers to the extent in which employees participate and actively take part in their performance reviews. It’s a fact that appraisals work best when the process is transparent and fair. Involving your employees also provides an opportunity for you as an employer to listen to them and various concerns and ideas they may have. This could be a great opportunity to make improvements in your organisation. Appraisals where employee involvement is ensured, guarantees that employees are more satisfied with their reviews and will therefore work harder to ensure that they improve where they need to.
- GIVE FEEDBACK & SET EXPECTATIONS
In most cases, companies wait until the annual performance appraisal to give reviews and feedback to employees. Essentially the performance appraisal should not be the first time that employees hear about how they’ve been performing in their work. This is why it is important to give frequent feedback so that employees have a chance to improve. In addition, always set goals and expectations that employees should meet after their appraisals this will keep them motivated and hold them accountable in future.
- DOCUMENT THE PROCESS
Keeping proper records of the performance appraisal process is essential for both practical and procedural purposes. From a legal standpoint, documenting appraisals can easily be used as evidence for either the employer or employee in matters to do with wrongful termination or discrimination. In addition, proper documentation provides easy access to the records when they are needed. These records also play a huge role in determining salary, promotions, training as well as identifying an individual’s strengths and weaknesses.
- DISCIPLINARY MEASURES
Sometimes, even after a performance appraisal and a discussion on set expectations and areas of improvement some employees will continue to perform poorly. In this case, employers must be prepared to take the appropriate measures by having well-defined processes to refer to.