Performance appraisal is certainly one of the much awaited moments for employees of a company. This is where employees would know how they fair as employees in the eyes of their superiors.
Performance Appraisal is the time when the management reviews the performance of employees for a specific period of time. Some companies opt to connect performance appraisal with the salary increment. However, I don’t recommend it until such time that you have well studied your system and had tried it for a considerable length of time to test its validity and check some loopholes.
Performance Appraisal could be a dreaded experience to some who doesn’t have the skill to do it right. So let me share with you some tips on how to do it. Feel free to write your message below should you need help.
BEFORE THE REVIEW
Set the date and time in advance that is mutually convenient for both you and the employee, and that will allow enough time for each of you to do preparation.
Review your references: the job description and key performance indicators; work rules and procedures; employees’ logbook and your documentation notes; any feedback from internal or external customers; current disciplinary memos if there is any; the previous performance review report
If you have asked the employee to do a self-review, be sure to give him time and have it early so you can prepare.
Remember to avoid:
- the tendency to overrate a favored employee;
- become too strict or too lenient;
- the tendency to rate an employee lower than circumstances warrant;
- letting outstanding work [or unsatisfactory work] immediately prior to the evaluation offset an entire year of performance;
- Rating all your employees, or groups of employees the same.
Be prepared spiritually and emotionally especially when reviewing a problematic employee.
DURING THE REVIEW
- Put the employee comfortable and relax.
- Explain the purpose of the review.
- Be mindful of your body language: good eye contact; attentive posture.
- Remind yourself that you are evaluating the performance and not the personality
- Ask the employee for ideas about how to resolve problems.
- Emphasize not only the areas that need improvement but the strengths of course
- Be honest and be prepared to discuss questionable items.
- Don’t forget to set the Performance Optimization Plan or Performance Improvement Plan
Closing and follow-up
- End on a positive note.
- You should sign the review as well as the employee. The employee may opt to file an appeal to the HR if he or she is not amenable with the result.
- Follow up developments on the set Performance Optimization Plan.