Managers often tend to view performance appraisals as a ritual. They overlook the fact that doing it right can take the organisation to the next level. Done well & transparently, it can help improve efficiency and improving the relationship between the manager & the employee. Performance appraisals of employees, normally done on an annual basis is dependent on a number of factors.
First check for yourself if the top management is clear about the mission & vision of the company. Do they know where they want the company to be in the next five years? Next, is every employee on the same page? For the employees to know where the top management wants to take the company to, the former should be aware of some clearly defined goals and understand their job. In addition, do the goals allow for some freedom to the employees to come up with innovative ideas? How many of them can be implemented to suit the company’s goals?
Managers would do well to explain to their staff what is expected of them and support them in case training is needed in certain areas. After all, employees with skill sets that can benefit the company are more desirable.It’s not just enough to provide support but is equally important to review how such support has helped the employee improve.
Employees constantly learn from the feedback they get from their bosses. It’s imperative that you provide them feedback-positive or otherwise.
Next, allow the employees to do a self-appraisal. This will immediately help managers check if they are in tune with expectations. If they aren’t discuss the same with the employee and provide feedback on the areas that she needs to improve.
Of course, there is very little a manger can do if the employee is beyond redemption!
For every business performance of its employees is very important. Thus performance appraisal is a must to improve the performance and make it better. Adopt healthy performance appraisal techniques. Understand the importance of performance appraisal methods.Then you should communicate with your employees, provide them help wherever required. Give them feedback and they should also communicate their problems to you. You have to find out if the help provided was of any use or where and how it can be improved. In this way, you can work on their areas of opportunities and can simple make a difference.