Every organization conducts employee performance appraisal, but the success of these assessments is determined by how well organizations can use the final outcomes of these reviews for improvement.
A good evaluation isn’t only about the performance of the employee, but also to understand the role that the company has played in shaping the employee. Performance evaluations may encourage workers, increase employee engagement, and help the company understand whether the systems and processes in place are fruitful or detrimental. However, they are only effective if they are implemented correctly.
Navigating a performance evaluation is a difficult task that needs subtlety and forethought. However, managers are, sometimes, given little direction on how to conduct a thorough and successful review.
What is an employee performance review?
An employee performance review, also known as a performance evaluation or a performance appraisal, is a formal examination of an employee’s work over a certain period of time. Managers examine an employee’s overall performance, identify their strengths and flaws, give feedbacks, and assist them in formulating targets.
Similarly, employees are given a chance to ask questions and provide feedback to their employer. As part of the performance review process, they may be asked to do a self-evaluation as well.
Regardless of how frequently or in what manner the company conducts performance reviews, there’s still a need to know ‘what’ to say and ‘how’ to say it, if the review process needs to result in greater employee engagement and retention.
Being part of the recruitment domain, here are few tips that Saransh experts recommend, that can help HRs and managers to conduct performance appraisals to bear outstanding results.
Keeping it face to face
No matter how intricate a performance appraisal form may by, it’s always good to have a face-to-face interaction with the employee. Performance appraisals can only be given face to face, with enough of time to present and analyze information, listen and respond. To support this interaction, the written evaluation should be concise but a straightforward summary of key topics that allows for a more detailed face-to-face discussion.
For assessing remote workers, a video chat can be set up to keep the conversation flowing. This method allows for employees to openly communicate on their end, as well as avoiding any misinterpretation.
Honesty is the best policy
There is no such thing as a perfect employee, and there is always scope for improvement. Decide what has to be addressed, and don’t be afraid to say so. If you’re aware that a problem is harming your team, dodging the issue isn’t going to help.
Give feedback in the manner in which you would want to receive it. Because the debate is inescapable. HRs and managers can adopt an acceptable strategy and stick to it.
Regular feedbacks matter
While performance evaluations are usually held once or twice a year, input should not be restricted to those brief periods of time. Assessments should be provided regularly throughout the year so that there are no surprises when the time comes to evaluate. In a performance evaluation, don’t catch your team off guard. This should not be the first time you’ve told them they’re not performing well as they should.
Keeping it Fair, Relevant and Comprehensive
- Fairness involves recording conduct in a consistent manner in terms of frequency, language used, severity of judgment, and interim comments. The evaluation must be accurate and impartial. It’s also critical to provide feedback as soon as an issue has been detected, so that the employee has an opportunity to improve. Giving a bad evaluation to an employee who was not given the opportunity to improve is not fair.
- The assessment must be relevant to the full evaluation period, as well as the work performance and the specific criteria or expectations that have been determined by the team. Refer to organizational policies, standards, and employee goals to make the assessment more relevant. Concentrate on behavior and outcomes.
- The assessment should be comprehensive in terms of tracking and observing actions that convey a picture about the employee over the course of their employment. All unordinary events that have a negative impact on performance should be recorded and filed. At the same time, it’s crucial to acknowledge good work and significant successes. Positive remarks are vital for celebrating accomplishments during the performance review.
Performance assessments benefit both employees and employers since they expose what is and isn’t working. It creates an environment which motivates the employees to be honest about themselves, instead of faking just to be remain unnoticed. As Managers or team-leads, bringing out the best of your sub-ordinates becomes your primary role, which in turn, guarantees the growth of the organization, as a whole.
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