How to conduct not just a good but a GREAT performance appraisal
Plan, prepare and prioritise. This together with being organised is probably the most important part of the whole process.
Setting a date and time well in advance, not just for yourself but for the employee to prepare. Ensuring that you both have the correct documentation is important and that you both understand how to use it – especially if it has changed this year which is common in most companies.
Allowing yourself and the employee time to prepare. This will save you time during the appraisal. Not just completing the paperwork but also proving examples of how the criteria has been met is vital to a successful appraisal and discussion.
Setting the purpose of the appraisal. This involves determining the outcomes that you both want. Is it to achieve a salary review, set performance objectives, discuss and plan next career moves or just the chance for a review?
Collect feedback and evidence throughout the year. That is easier said than done in busy working environments. Whether that’s by making notes, collecting KPI’s or monthly reviews. This makes the process easy as you have lots of evidence to back up your review. No one can argue with fact and figures.
An appraisal should never be a surprise. If you have a good and honest working relationship then an appraisal should never be a surprise to the employee.
Ensure you mutually agree on the appraisal is also important. That way the employee should leave on a positive note, knowing their next steps and what to do next.
Date Posted: November 10th 2016
Posted By: Phil Scott