Performance appraisals should be candid and constructive, but not demotivating. Managers need to make these reviews beneficial to their employees. In order to do so requires significant preparation, clarity about objectives and a specific mindset. Remember to have a conversation with the employee question and set follow up dates to make sure the employee is on the right track.
Performance appraisals are important for employee development and employee motivation. They help identify company problems, and ensure that job descriptions are up to date and accurate.
When setting up a performance evaluation, it's important to:
1. Be in the right state of mind
To be as effective as possible, it's important that the appraisal is conducted in a manner where both the employee and the manager are not stressed, tired, angry, going through personal problems or unfit for a performance review. Select a time which both beneficial to the manager and the employee. A good time is usually mid morning, as everyone has settled in, and everyone is still fresh.
2.Set an agenda
Make sure the agenda is sent in advance of the performance appraisal meeting, so that the employee understands what will be discussed. Open the discussion about the things the employee achieved over the given time period. From there move on to the areas in which the employee may have missed. Create a two way conversation so that the employee can fully express how they are feeling, and how things could have gone better to achieve business goals.
3. Be prepared
Have all the right information at hand, so the meeting goes as effectively as possible. Make sure you have your notes about the previous performance review, how the employee has performed over the review period, and what goals were met and what were missed.
It's important that performance appraisals be as beneficial and useful for employees at possible. Here are examples when giving feedback across varying skills and competencies.