How to practice effective performance appraisals ?
Exercising performance appraisal is not a one day task but a continuous process. A performance appraisal that is mutually beneficial to both an employee and an organization requires an effective strategy and starts with preparation. Notably, this process requires time, commitment and standard engagement between the management and the employees. This process is not practiced by most organizations due to the fact that managers fear of being termed as the “bad manager”. As a result this process can be exercised once in a year or twice depending on an organizations decisions and set objectives. Consequently, different organizations use different approaches when it comes to reviewing their employees depending on their objectives. Additionally, it crucial for employees to have a solid performance review plan in order to avoid last minutes rush, so as to increase individual productivity and to improve employee engagement in an organization. This process can therefore be termed as the best way to let your employees know how they are doing and also providing them with the general organizations feedback.
Effective performance appraisals examples
Just to list but a few, the following are some of the most common effective performance comments which can be used and are most effective in business organizations today (Hickman &American Society for training and Development, 2001).
An employee, who exceeds requirements when it comes to teamwork, can receive a positive review as follows. For instance, Michael is highly constructive and a team worker. He is basically a team builder and a strong minded individual who works hand in hand with his colleagues. His actions are basically directed to towards the achievement of the organization as well as that of the organization at large. Michael exhibits a high degree of objectivity to the views of others.
Another example of a review to an employee who has received a “needs improvement” comment on leadership would include; Mark is an employee who is in likely in a position to assume leadership when action is needed. He is not likely in a position to influence others positively although he would exhibit great leadership skills once he gains confidence in himself and in his associates. Additionally, Judy lacks respect to his employees and has failed to earn trust form his friends. Generally, mark has reacted poorly to pressure.
How to give a good performance review
In order for a firm to conduct a great performance appraisal and management, the following best practices should be put into consideration (Grote, 2011).
- Managers and employees should have adequate training when it comes to receiving both positive and negative feedback.
- Organizations should take into consideration conducting the performance appraisal on a regular basis hence make it an occasional practice.
- Managers should communicate with employees openly about an organization decisions and how an organizations compensation system works.
- Managers should also encourage employee participation and ownership during the performance appraisal process thus creating an enabling environment where both the managers and employees can discuss, challenge and question about organizations objectives for clarity purposes.
- An organizations management should aim at linking management with development, succession and retention. This process will in most cases be an added advantage to the organization.
- Employees are also advised to get support from the senior management level in order to exercise an effective management process.
- Managers can also exercise an effective performance practices by preparing ahead of time, meaning that the organizations expectations as well as their goals will be achieved within a specified work range.
How to conduct a performance review meeting
Conducting a performance review meeting could be scheduled to take place within an organization at a given timeframe. A review meeting can be said to be the process in which a manager and employee can work together so as to assess the degree to which individual employees have attained set goals and thereafter work together in order to tackle any difficulties encountered (Hazards Business School, 2009). The major purpose of conducting this activity is to generally improve individual’s productivity and the overall wellness of an organization. In order for this practice to more practical, these basic steps should be followed (Falcone, 2005).
1st step: ensure that the meeting is scheduled a few days in advance. This will help both the management and employees to prepare psychologically and thus no one should be in a position to miss the meeting.
2nd step: The management should choose a peaceful and private location to conduct the meeting.
3rd step: Managers are advised not to discuss on personal issues. This is due to the fact that review meetings are usually a great time to reinforce the job requirements and specifications.
4th step: Managers are required to give employees an opportunity to express themselves by discussing their views, feelings and reactions to the feedback provide to them.
In conclusion, performance management is a vital aspect in each and every company. Firms are able to improve their overall productivity through performance appraisals. As a result, employees get to identify their areas of improvement and work on them in order to improve the general status and productivity levels of the company. Managers are encouraged to deliver positive reviews to their employees with an aim to improve the organizations overall objectives. Finally, performance review meetings should be conducted on a more regular basis so as to foster and nurture employee skills and as a result, an organization can easily achieve its goals and its objectives.
Hickman, S., & American Society for Training and Development. (2001). How to conduct a performance appraisal: Business skills. Alexandria, Va: American Society for Training and Development.
Harvard Business School. (2009). Performance appraisal: Expert solutions to everyday challenges. Boston, Mass: Harvard Business Press.
Grote, R. C. (2011). How to be good at performance appraisals: Simple, effective, done right.
Falcone, P. (2005). 2600 phrases for effective performance reviews: Ready-to-use words and phrases that really get results. New York