• Mactavis_Admin
• 29 Aug, 2024
• 0 Comments
• 3 Mins Read

5 Tips for Delivering Effective Performance Appraisals

 

What is Performance Appraisal?

 

Performance appraisals provide a forum where employees can discuss their past performance and future development opportunities with their manager. They also open up a dialogue between manager and employee where team and business objectives can be discussed and linked to the employee’s personal goals.

 

During the appraisal, the employee may wish to request additional support or express an interest in future promotion opportunities. The manager can use this opportunity to consider whether their request is appropriate and identify any resources required to fulfil this.

 

 

Here are some of the benefits of performance appraisals and reasons why organisations should place value in them:

• Creates career growth by giving employees the opportunity to express their professional development needs and plan a course of action for a long-term development of their role and moving within the organisation.
• Improves performance achieved by providing feedback and helping employees get motivated to work harder when their manager shares positive feedback. Appraisals are usually in line with bonuses or promotions, so this can be used to motivate for better performance.
• Increases employee engagement by giving the opportunity for the employee to be involved in their own evaluation resulting in a desire to stay within the company long-term. Once an employee can see how their actions affect company results or objectives, they are more likely to stay within the organisation for a longer period because they can see their own value.
• Identifying areas for further training and development as a performance review can show where there are weaknesses and address wider training needs for a team.

 

 

5 Tips for Delivering Performance Appraisals

 

1. Brush up on your appraisal skills: If you haven’t received any formal training on performance management, now is the time to request it. Even if you have, consider asking for a refresher to ensure you’re up to date on company policy. Consider asking your peers for some honest feedback on your management style as this could affect your ability to undertake effective appraisals.

 

2. Create a positive environment and prepare: Make sure to choose the appropriate setting for the appraisal, conducting it in a private and comfortable space where both parties can speak freely without interruptions. Give the employee sufficient notice (two weeks is ideal) and an overview of the process in advance. If your organisation asks staff to complete a self-appraisal form, ensure this is issued well in advance of the meeting.

 

3. Balance positive and constructive feedback: Highlight accomplishments, celebrate achievements and areas where the employee has excelled. Address areas for improvement and discuss areas where performance could be enhanced, offering specific suggestions or action plans for improvement.  If employees identify any areas for development, acknowledge these and steer the conversation towards ways in which these might be improved through training or additional support.

 

4. Encourage two-way dialogue: It is vital to actively listen and consider non-verbal cues such as body language. Don’t interrupt the employee when they are speaking, although you may wish to ask probing questions to clarify meaning. Before moving on to the next discussion point, take a moment to summarise the conversation and check mutual agreement and understanding of future expectations.

 

5. Set clear goals and expectations: Discuss future goals and collaborate with the employee to establish precise and realistic goals for the upcoming performance evaluation period. Make sure that these goals are in line with the employee’s personal development as well as the organisation’s objectives. Provide a detailed development plan that encompasses training, mentoring and other resources to facilitate the employee’s professional growth.

 

 

Conclusion

 

It is important for your organisation to conduct regular performance evaluations, not just limited to annual appraisals. Managers should provide frequent informal feedback throughout the year. To ensure that performance appraisals are fair and comprehensive, consider collecting 360-degree feedback from managers, colleagues, team members and customers. The 360-degree assessment allows individuals to gather performance feedback from various sources and compare it with their self-perception.