Employee performance reviews are necessary at all companies to assess a team member's progress in the workplace. However, they don’t need to be filled out on reams of paper, scanned into a management system, and stored in a filing cabinet. By using companies, such as Impraise, the system will now be digital. This creates a much faster and agile process, whereby employees can understand how they are performing on a regular basis.
Performance evaluations or appraisals and reviews are an important part of any professional setting. The human resource department of a company in consultation with the employee's boss or department head is generally responsible for the evaluation of an employee's performance over a year’s time.While performance review is an annual affair in most companies there are some companies that have reviews on a biannual or quarterly basis to let the employee know of his key strength areas and potential blind spots. some organisations require the employee to complete a self evaluation as part of the performance review cycle. Thi enable the employer to know what he or she thinks about himself or herself. Performance evaluations are a good way of improving the moral of an employee by informing img or her about his or her strengths and also letting him or her know that their skills are vital to the company.
The performance evaluation is a multi-purpose tool, used to:
- Measure actual performance against expected performance
- provide an opportunity for growth and improvement
- identify skills and abilities of a specific employee and how they relate to the business.
- provide a basis for employee training and development needs
- Support the alignment of organizations and employee goals.
The benefit of such a platform is that it:
- Enhances employee motivation, commitment and productivity
- identifies goals that the employee can work toward
- recognition of employee achievements
- identifies areas of improvement and development.
A performance evaluation is most effective when employees are actively involved in open discussion about their own performance expectations and about how they are doing in meeting those expectations. Involving the employee in the performance evaluation process will make it a meaningful, worthwhile experience for the manager, the employee and the organisation because employees:
- Employees want to be heard
- consider the process to be fair as they have better understanding and involvement.
- More likely to be commitment to goals and achievement.
I can be difficult for a manager to address a performance with an employee without being negative or bringing up emotional negativity on the employee's part. However, it’s important that the feedback remain constructive and useful for the employee in the long run.
Express your concern:
Communicate openly and clearly. Use "I-messages" such as "I’ve noticed a delay in some of your work." Avoid beginning with a question or a tone that appears you are judgemental and accusatory. Be tactful and direct – not so subtle that you create misunderstanding.
Understand the whole story
Follow up your concern with a question that invites communication about the situation. For example, "What do you think is contributing to the backlog?" Listen carefully, ask questions, and confirm your understanding. Before you can solve the problem, you need to thoroughly understand the situation.
Reinforce correct performance or behavior
Sometimes you may discover that poor performance is a result of good intentions. For example, suppose that the backlog of unprocessed applications is due to the fact that the employee reviews each application twice to ensure accuracy. Reinforce the concern for accuracy, while attempting to seek solutions to remedy the backlog.
Now you can discuss ways to rectify the situation. Draw out the employee’s ideas. If you have a suggestion or if there is only one course of action, state it. Openly discuss the pros and cons of any alternative(s).
Develop a written plan of action
Agreeing on a workable solution leads both the employee and you to commit to resolving the problem. Putting the plan in writing ensures commitment to action.
Monitor progress and periodically provide feedback. This reinforces for the employee your commitment in resolving the situation.