What is a performance appraisal?
A performance appraisal is a key element in a broader system of performance management within a company. Moving beyond traditional yearly reviews, this approach involves continuous monitoring and development of employee performance throughout the year. Usually held by an employer, manager, or the HR team, these appraisals encompass a range of discussions including:
- Reiterating company expectations by clarifying what the company expects in terms of behaviour, performance, and results.
- Recognising excellence by rewarding outstanding performance through positive feedback, promotions, or pay raises.
- Addressing underperformance by identifying areas where an employee may be struggling and establishing a development program to enhance performance.
- Ongoing support by implementing follow-up meetings to ensure the effectiveness of the development programs and make adjustments as needed.
The format of these appraisals can vary from formal to casual, but it's important to conduct them in an environment conducive to open, distraction-free dialogue. The goal is to create a constructive space for feedback and growth, aligning employee performance with the company's goals and objectives.
Ways to facilitate performance appraisals
Performance appraisal methods have evolved significantly in the modern workforce, offering employers a variety of approaches to assess their employees. The choice of method can be tailored to match the style of the business and the specific needs of each employee. Often, a combination of these methods yields the most comprehensive understanding of an employee's performance and include:
Essay evaluation involves writing a detailed essay about each employee's strengths and weaknesses, supported by specific examples and case studies. This allows for a thorough and nuanced assessment of the employee, though it can be time-consuming and requires the assessor to have a deep understanding of each employee’s role.
Self evaluation is where employees complete a self-assessment form that encourages them to reflect on their own performance, behaviour, and conduct. Self assessments promote self-reflection and responsibility among employees. It also provides a basis for comparison with the company’s performance criteria. Though, it’s important to ensure that employees understand how to objectively assess themselves and that their evaluations are compared against standardised company metrics.
Checklist scale involves responding to a series of questions related to employee performance with simple ‘Yes’ or ‘No’ answers. This allows for quick and straightforward, this method can be efficient for preliminary assessments Though, checklists may lack the detail and nuance of more in-depth methods and may not capture the full scope of an employee’s performance.
Critical incident approach sees the manager keeping a log of significant positive or negative employee behaviours over a period. This could include exceptional project completion or poor interactions with customers or colleagues. The advantages are that it provides concrete examples of behaviour and performance, making feedback more tangible and actionable. Though this requires consistent and regular documentation. Recognition or corrective actions should be timely to ensure relevance and effectiveness.
Implementation tips
- Tailoring to business needs by considering the nature of your business and the roles of employees when selecting appraisal methods.
- Combining methods can provide a more balanced view of an employee's performance.
- Training for assessors to ensure those conducting appraisals are trained in the chosen methods to ensure consistency and fairness.
- Feedback and follow-up by using the results of the appraisals for constructive feedback and as a basis for developing performance improvement plans or rewarding outstanding work.
Performance appraisals are tools for understanding and enhancing employee performance. Choosing the right methods and implementing them effectively can lead to significant improvements in employee satisfaction, productivity, and overall business success.
Performance appraisal form
In the modern business environment, various online software tools have made it easier to create and customise performance appraisal forms. These tools often come with downloadable templates that you can tailor to fit your business' specific needs. Regardless of the method you choose for conducting performance appraisals, include certain key elements in your appraisal form to ensure a comprehensive and effective process.
Essential components include:
- Employee details including the employee’s name, position, department, and any other relevant identification details.
- Performance results summary for the reporting period. This should include achievements, completed projects, and any measurable outcomes related to their role.
- Evaluation of current performance assessing whether the employee has met or exceeded the development goals set during the previous appraisal period. This section should provide a clear understanding of how the employee’s performance aligns with the company’s expectations.
- Setting new development goals by establishing and agreeing on new development goals for the next performance period. These goals should be specific, measurable, attainable, relevant, and time-bound (SMART).
- Sign-off section for both the manager and the employee to sign off on the appraisal. This acknowledgment ensures that both parties have discussed and agreed upon the contents of the appraisal.
Setting expectations
Setting clear expectations for your employees is a fundamental aspect of effective management and contributes significantly to the productivity and satisfaction of your workforce. When employees understand what is expected of them, they are more likely to meet those expectations and feel motivated in their roles. Similarly, understanding and meeting your employees' expectations can lead to increased productivity and higher retention rates.
How set expectations
Define expectations in company policy
Include a detailed section in your company policy that outlines the general expectations for employee behaviour, work ethic, and performance. This should cover aspects like attendance, work quality, collaboration, and adherence to company values.
Communicate during appraisal interviews
Utilise performance appraisal interviews as an opportunity to discuss and clarify expectations. This should be a two-way conversation where you articulate what you expect from the employee and also listen to their expectations from the company.
Be specific and realistic
When setting expectations, be as specific as possible. For example, instead of saying “improve sales,” specify a target like “increase sales by 10% over the next quarter.” Ensure that the expectations are realistic and attainable, taking into account the employee’s role, resources, and constraints.
Align expectations with company goals
Make sure that the expectations set for individual employees align with the broader goals and objectives of the company. This helps employees see how their work contributes to the overall success of the business.
Provide regular feedback
Don’t just set expectations and forget about them. Provide regular feedback on performance, acknowledging achievements and discussing areas for improvement.
Adjust as needed
Be prepared to adjust expectations based on changing circumstances, new information, or feedback from employees. Flexibility is key to maintaining realistic and relevant expectations.
Encourage in open communication
Foster an environment where employees feel comfortable discussing their expectations and any challenges they face in meeting them.
Managing under performance
Managing poor performance in the workplace involves a thoughtful and systematic approach. Initially, observe the employee's behaviour and interactions at work to gauge if external factors like stress or personal issues might be affecting their performance. Subtly gather insights from team members without making them feel like they're part of an investigation, as this could impact morale.
In a one-on-one meeting, provide specific examples of underperformance, listen to the employee's perspective, and identify the root causes. Based on this discussion, offer appropriate support, such as additional training or guidance. It's important to set clear and achievable goals for improvement and schedule follow-up meetings to track progress.
Remember, addressing underperformance is not just about correcting behaviour but also supporting your employee's development and well-being.
For professional advice on handling performance issues, consulting with experts like Employment Compass can be beneficial.
Frequently asked questions
What is a performance appraisal?
Performance appraisal is part of a comprehensive performance management system in a company, focusing on continuous monitoring and development of employee performance year-round.
What are common methods for performance appraisal?
Popular methods include essay evaluation, self-evaluation, checklist scale, and the critical incident approach, each offering different levels of detail and employee involvement.
How should a performance appraisal form be structured?
A performance appraisal form should include employee details, a summary of performance results, evaluation of current performance, new development goals, and a sign-off section.
Why is setting clear employee expectations important?
Clear expectations enhance employee motivation and productivity, align individual performance with company goals, and increase retention rates.
How can poor performance be managed effectively?
Managing poor performance involves observing employee behaviour, gathering insights, discussing underperformance with the employee, setting clear improvement goals, and providing ongoing support.