This article aims to teach you how to carry out a performance management appraisal in an efficient and effective manner to get as much out of the process as possible.
A performance appraisal allows an employee’s skills, talents and contributions to the organisation be evaluated.They are a key part of career development as they enable employees to see how they can improve what they do and make their work more beneficial to the organisation. Not only can performance appraisals pave the way for new skills to be learnt, but also for attitude and behaviour to improve. All these things will lead to improved performance levels in the workplace.
One useful method of conducting an appraisal is allowing the employee to offer input first, following it by your own input and then discussing any areas of disagreement. This will enable you to discover which job responsibilities should be prioritized for improvement. It must be ensured that during an ongoing performance appraisal the employee should feel safe in the knowledge that there is an open communication between them and their employer, and that discussions are not limited to the scheduled meetings where progress towards aims and goals is the main topic.
If you do make the decision to conduct performance appraisals on your employees and consequently raise your organisation’s standards, here are a few places you may take a look at:
- Success factors provide performance appraisals to improve business performance by aligning goals and conducting objective performance evaluation reviews.
- Halogen software provides online guidance for performance appraisals to help organisations around the world take charge of their talent management practices.
- Carter McNamara is an organisation development consultant.
- Train in a Day delivers performance appraisals, targeting specific areas for improvement to raise your company’s efficiency and employee effectiveness.
When conducting performance appraisals, not only should the present be taken into consideration, but the future should be looked to. When assessing an employee, positives should be looked at as well as negatives. If areas of strength, whether it is a whole department or a single employee, are discovered during an appraisal, they can set the benchmark for the rest of the organisation. Also these areas or people can be looked into to find what is being done so well, allowing these tactics to be transferred to other areas of the company. Building on this point, individuals with, for example, leadership potential can be discovered amongst the large number of employees. For large companies, this is a major bonus for the future if their talent can be well harnessed through further appraisal. The company may even discover skills within their company that they would have otherwise hired externally, saving them money and providing their employee with new experience. Therefore, in conclusion, when conducting a performance management appraisal not only should you find weaknesses and address them, but also construct it so that strengths are discovered and can be utilised.
Train in a Day provides high level performance appraisals and training from its base in Manchester, delivering strategies to develop employee skills and keep company standards high. If you are looking for performance management training, visit traininaday.com for more details.