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.
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.
- 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.
- 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.
- In addition to keeping organization’s records, encourage employees to keep ongoing records.
- 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.
- 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.
- 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.
- Use benefit wording to reinforce desired behavior and motivate employees. Remind employees and next level manager of the value and significance of employees’ actions.
- 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
- Avoid picayune comments that trivialize the whole appraisal. Keep the performance appraisal focused on significant accomplishments and critical improvement areas.