Performance appraisal


It is that time of year when many employers are getting ready for or have just conducted their annual employee performance appraisals. Performance appraisals are essential for the effective management and evaluation of staff.

Conducting an effective performance appraisal meeting is a talent and requires significant skill of behalf of Managers and should not be undertaken without training. Holding an appraisal meeting and giving feedback to employees can be a daunting experience for Managers and many are afraid of getting it wrong and de-motivating their staff.

Therefore ABHR has developed ten key tips to assist Managers to hold an effective performance appraisal meeting.

Ten tips to an effective performance

Before the Appraisal meeting define expectations for the job. Is there a job description, is this up to date? Have expectations of standards of performance been communicated?
Schedule the review and notify the employee several days in advance Select a time when both of you are not under undue pressure or have full schedules. The venue should be free from distractions or interruptions.
Be prepared. Before the Appraisal, prepare by observing and gathering information on performance. Come prepared to cite examples to illustrate key points for the full review period, particularly where the feedback is negative. Ensure the employee evaluates their own performance and prepare for the review.
Avoid using the meeting for listing negatives. Significant areas of poor performance should be addressed outside of the Appraisal meeting, you should avoid using the meeting to provide a long list of negatives, although it is important that you address any areas for development or improvement.
Listen. As a rule of thumb, you should only spend approximately 30% of the time talking during the Appraisal meeting. The employee should talk for the remainder of the time, as they respond to your questioning and evaluate their own performance. You must actively listen. Respond quickly when necessary but don’t interrupt.
Providing Feedback. Feedback should be based on facts not subjective opinion and should always be backed up with evidence and examples. Giving feedback is a skill and those with no training should be discouraged from giving feedback.
Agree and set objectives and standards of performance. The session should lead to specific steps to be taken to reach set objectives and standards of performance. Set objectives should be Specific, Measurable, Achievable, Realistic, Time- bound (SMART).
Summarise and clarify. This will help you to ensure that you have understood the employee correctly, and not interpret the conversation incorrectly.
Record and agree written content and action and development plans. This will ensure that both you and your employee have an agreed outcome of the appraisal meeting.
Close the meeting on a positive note. Make sure the employee leaves the session encouraged and optimistic. They should feel that their manager wants to help and support them.

Importantly, to maintain integrity of the process
deliver what you promise

If you are interested in learning more about Performance Appraisals, any element of Performance Management or any other aspects of employment then please call ABHR on 0115 9743519 for your free no-obligation consultation or visit our website for further details.