Introduction

Through memorial, organizations have had the need to introduce employee appraisal programs on their employees. Employee performance appraisal can be termed as the overall performance evaluation depending on and the level of output produced by an employee. An appraisal system in organizations equips managers with the skills and knowledge on how to evaluate their employees, how to develop a fair and a just system entailing fair salaries and promotions.  These systems enable organizations to organize and re-organize job functions with an aim of entirely benefiting the employee and the organization at large. This article will hence focus on discussing the major benefits of employee appraisal, employee performance review and self-evaluation reviews. Additionally, it will aim at discussing the various benefits associated with individual appraisal performance as well as the employee comments on performance review and self- appraisal programs.

Employee appraisal

To begin with, business organizations are required to perform an employee performance appraisal on a regular basis preferably through an interval of six months according to an organizations preference. Through this process, an organization is able to assess how their employees are going about their given duties and the various challenges they face while carrying on with their duties (Lloyd, 2009). Different organizations perform this process because they are obliged to do so while other companies exercise the practice because other institutions does so.  Successful organizations however understand what appraisal is and the need of exercise a strategic performance management basically for the following reasons.

 

Employee appraisal benefits

First, performance appraisals act as a motivating factor to employees. Organizations where employee benefits exist such as job promotions, salary incentives, insurance covers tend to motivate employees to perform better thus increased levels of productivity. Second, appraisals enable managers to converse directly and openly with their juniors effectively (Tapomoy, 2008). Consequently, employers get an opportunity to provide employees with qualitative feedback concerning their performance and therefore stand in a position to create an open-relationship with their employees (Grote, 2011). Therefore, through effective employee management, employers are able to monitor, evaluate and review their employees work objectives and their overall contribution to a company,

Employee appraisal comments

Numerous organizational systems fail to undertake this process, or if they choose to undertake it they perform poorly such that such organizations are not only designed to fail, but will also bring about a negative experience between the employers and the employees. It is therefore important for organizational managers to utter out positive comment to their subordinates (Lloyd, 2009). These comments could be positive or negative, depending on an individual’s performance expectations.  In case a manager’s comment on an employee is poor, it means that an employee has made frequent errors which may affect the organization directly and also the quality and quality of work produced is averagely un- acceptable. 

Consequently, in case an employer’s comments that improvement is needed, this means that that particular individual is missing out of some work product errors and should work on improving them. In case the comment reads that an individual’s work meets requirement, this means that the particular individual requires minimal supervision. It also means that they complete given tasks on time as only minimal errors are experienced on their paper works (Tapomoy, 2008). A comment saying that an individual exceeds requirement means that an employee takes pride and aims at improving the overall work performance and is aimed at maximizing an organizations productivity levels.  Finally, an outstanding comment on an employee by an employer means that that particular individual is very accurate at work since all their work produces are accurate since they contain minimal errors. Such employees, in many cases are considered for promotions, and salary advancements (Grote, 2011).

 

Performance review and its resultant benefits.

Annual performance reviews are key facilitators for employee development in an organization.  Employee performance review should be a fair and a well-balanced assessment. The human resource center calls for objectivity of the review once the process is exercised (Kirkpatrick, 2006). Consequently, staff employees should be given equal opportunities to discuss on individual job and duties performance, a chance to discuss their accomplishments and their individual performance, a chance to establish certain objectives for contributing to departmental meetings and finally employees need a chance to set goals aimed at achieving professional development.

Importance of performance review

Performance reviews are important since they help both the supervisors and the employees to bring about their different views, and establish the views which need improvement. This process, if it is done right, it might bring about career development for employees as well as bring about profitability in an organization (Sandler & Keefe, 2004).  Consequently, employees can benefit from this program by creating an assurance that if an employee performs extremely well, they will have access to the information they require to and therefore take proper actions to reprimand or terminate the program. Also, employees are able to receive feedback from their employers, hence able to rectify their mistakes and work on their weaknesses in order to improve an organizations production process (Sandler & Keefe, 2004).  Finally, this process will aid in ensuring a constant follow-up on employee’s who maybe tend to lag behind on their duties as required by the organization. This therefore makes it easier and more efficient for the company to exercise peace themselves.

performance appraisal benefits

Performance review comments

In order for a performance review process to be termed as successful, sources such as online training and in-person training is required. During this process, multiple reviewers are used which means that all supervisors should come into an agreement with the overall score. When an employee receives an unsatisfactory review from his supervisors, it means that the work produced by the client is considered to be below average and there is required to put extra effort in the business (Kirkpatrick, 2006). However, if the supervisor comment exceeds requirements on the review comment, it means that particular individual is proactive when it comes to evaluating business performance and also has an open door for subordinates in case they need help. Finally, an outstanding review basically means that the individual is a team worker, and encourages individual improvement to theirs subordinates on their abilities, skills and knowledge.

Discussed in the article below are some of the commonly used comments which are aid in the evaluation of employees in a company.

Communication: how is communication between the management and the individual employee?

Team work skills: How is the employee promoting work with his colleagues, and how are they working to improve individual skills.

Problem solving skills: How dependable is an employee when it comes to solving problems facing the organization.

Creativity and innovation:  An employee is supposed to bring different ideas to the organization which will aid in the achievement of organizations goals

Customer satisfaction: an employee should handle customers with patience, should be polite and should exercise modesty.

Time management: How well do employees manage their time in making sure the organization performs it rightful duties.

Leadership: What leadership traits do they have?

Cooperation: Employees should cooperative with the management and with the employees.

Self-performance appraisal and evaluation

A self-appraisal, or rather a self a self-evaluation program is a situation where individuals reflects on the things you are good at and they  things you did not perform so well in. Different individuals will have different excuses as to why they fail while undertaking a certain task, these reasons include lack of adequate time to complete a certain task, laziness, having the thought that the information you will provide will not be used and finally having the feeling of being inadequately equipped with the necessary information to complete the given task (Delpo, 2005).

Importance of self-appraisals

To begin with, self-appraisals enable individuals to maintain communication practices with their seniors and juniors. This has brought about efficiency in job areas as information is clearly defined and is relatively free from distortion from other members (Delpo, 2005). Consequently, it acts as an agent of creativity and innovation as such employees are able to stretch a helping hand on the individuals who are experiencing challenges in their day to day activities. A self-appraisal program also improves an individual’s competency. Once an individual has identified her major strongholds; they stand in a position to contribute positively to the development of the firm. Notably, such an individual is open minded and can therefore be assigned any duty since positive results will be expected from them.  Finally, this process helps an individual to improve on team work and therefore an important role in the overall development of a firm.

appraisal comments

Steps required completing a great self-appraisal

First, an individual is required to preview their previous success stories, the various projects that have been submitted and have been deemed brilliant. Second step involves sharing with your fellow colleagues the knowledge and skills that you have obtained from the organization. This will help them using make wise decisions and also enable employees to learn more about the organization and how they can be in a position to support the overall goals of an organization. The next step involves sharing the various challenges experienced and ways to deal with them once they arise. Honesty is always the best policy; therefore, employees in organizations are advised to remain honest so as not to embellish the achievements obtained (Grote, 2002).  As a manager in an organization, you are required to have a given time frame to undertake certain duties. This enhances effective job performance. Finally, once is advised against attempting to give up. This is because a lot of citizens globally tend to give up especially when they are about to complete their tasks.

Self-appraisal example comments

Example 1

A self-appraisal example comment on an outlining a development plan on team-work would include; I completed my study this year, the month of September and got an opportunity to present on what I had learned during the organizational annual general meeting held in October. Using what knowledge I acquired from other teams in which I participated has given me the knowledge to emphasize on team-work hence a general improvement on that area.

Example 2

Depending on an individual’s level of competency, self-appraisal sample comment would entail the following.  Over the past few months, I have really worked on improving on my team-work skills.  I got an opportunity to participate in a two day team-work course where I got the knowledge, skills and the understanding of team dynamics and how to contribute more effectively on the various roles and stages in team development. This has enabled me to appreciate the role of team work and gain a clear understanding that team-work is indeed important in the achievement of organizational goals.

Example 3

An employee’s comment on a customer’s responsive behavior role would be entailing the following details. During a recent contact with our contact at Javari, I experienced a bit of struggle dealing with Mark.  This is because Mark tends to be disorganized and tends to forgot whatever we have discussed. Once I correct him, he gets angry and feels offended. He however forwarded some emails recapping my understanding in each of them, which has greatly improved my understanding. But I am still not comfortable in having a working relationship with him. I would really appreciate guidance in handling him better and thus improving our communications.

 

Conclusion

In conclusion, a performance appraisal program is an important role in an organization. Such programs tend to improve the overall effectiveness of a firm and hence lead to the achievement of organizational set goals. Additionally, occasional performance review by employers enables them to interact in a closer manner such that they get to learn of the various challenges these employees face on a day to day basis and therefore work on improving on certain areas. This process also advantages employees in that they get promotions and salary incentives in case they have been working competently and diligently. Consequently, individual appraisal helps employees to learn about the various challenges their employees face and how they can work on rectifying them. Also, self-evaluation benefits the organization as they get to learn about the strengths of other employees. Finally, it can be noted that self-evaluation, performance management and performance appraisal are all important in the achievement of organizational goals.

 

References

Lloyd, K. L. (2009). Performance appraisals & phrases for dummies. Hoboken, NJ: Wiley Pub.

Tapamoy, D. (2008). Performance appraisal and management: Concepts, antecedents and implications.

Grote, R. C. (2011). How to be good at performance appraisals: Simple, effective, done right.

Kirkpatrick, D. L. (2006). Improving employee performance through appraisal and coaching. New York: American Management Association.

Sandler, C., & Keefe, J. (2004). Performance appraisal phrase book: The best words, phrases, and techniques for performance reviews. Avon, Mass: Adams Media.

DelPo, A. (2005). The performance appraisal handbook: Legal & practical rules for managers. Berkeley, CA: NOLO

Grote, D. (2002). The Performance Appraisal Question and Answer Book: A Survival Guide for Managers. New York: AMACOM.

 

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