Guidelines for Effective Performance Appraisals

The performance appraisal requires willingness and a commitment to  focus on improving performance at the level of the individual or team every day.  Like a compass, an ongoing performance appraisal system provides  instantaneous, real-time information that describes the difference between one’s  current and desired course. To practice sound performance appraisal system,  managers must do the same thing-provide timely feedback about performance,  while constantly focusing everyone’s attention on the ultimate objective of  being the best among the competitors in the market.

Effective Performance Appraisals

Well-written performance appraisals are among the most effective tools  for developing people. The following guidelines would be used for effective  performance appraisals to significantly increase your team’s effectiveness and  perceived value within your organization.

  1. Increase employees comfort level with performance appraisals. At the  beginning of each review period, explain the appraisal process, rating  system, and appraisal form. Agree on performance objectives and  measurements for the upcoming review period.
  2. Start thinking about appraisals as an opportunity to increase the  efficiency and effectiveness of team. Measure performance based on  mutually understood, job-relevant criteria and identify and suggest  actions to improve results.
  3. In addition to keeping organization’s records, encourage employees to  keep ongoing records.
  4. Use examples, facts, and accomplishments drawn from these ongoing  records to present a factual, complete summary of employees’ results.  Specific wording keeps employees focused on objectives, proves ratings,  and gives employees something concrete to improve or maintain  performance.
  5. Use objective (factual) wording so that concentrate on observed  behaviors rather than on personality traits and use the same to write  credible performance appraisals that reinforce desired behaviors.
  6. Help employees achieve their full potential through recognition and  encouragement. Use constructive wording to cite accomplishments and  suggest improvements. But be careful to consider the effect of negatively  worded comments on employees.
  7. Use benefit wording to reinforce desired behavior and motivate  employees. Remind employees and next level manager of the value and  significance of employees’ actions.
  8. Use performance appraisals to summarize the year’s performance and  discuss up on it. Feedback to an employee has its most significant impact  immediately after a specific behavior has occurred. When writing action  plans for development needs, keep an immediate or short-term focus and  link the plan and any training recommend to team business objectives,  and
  9. Avoid picayune comments that trivialize the whole appraisal. Keep the  performance appraisal focused on significant accomplishments and  critical improvement areas.

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