subject: Secret for Success – Performance Appraisal Tips [print this page] Secret for Success Performance Appraisal Tips
We recently wrote an article about the importance of giving constructive feedback during a performance appraisal meeting. This is an important element in ensuring that the review process is not just simply a waste of time.
The appraisal of an employee's performance should not take place in isolation, but against the context of his everyday work activities. The performance appraisal process is not an arid once-a-year dutiful filling out of a form by a reluctant manager, dreaded by employer and employee alike. Rather it is an active continuous reviewing of activities. This is fundamental to the success of performance appraisal.
Part of the appraisal process involves the agreeing of objectives. Many employees and managers find it tedious to write down what they are going to be working on over the next year. However, it is important not to underestimate the value objective setting can add to a business. Individual objectives should flow from the organisations' own objectives and milestones. Those will be delegated to individual managers, who in turn will interpret them for their own area of activity and drive them forward for delivery through their team. Employees will have their own areas of accountability. If they don't know what their specific role is in helping to deliver the business strategy, we can't be sure that time and other resources are being put to their best use.
Most people like to know what is expected of them and how they will be assessed.
Objectives must be clearly defined, including the identification of milestones by which to track progress. Define what success means. For example, an objective which says "increase sales in 2011" is clearly unhelpful for both the employee and their line manager. Instead, to have an objective to increase income from overall sales by at least 10% within the first half of 2011 is more meaningful.
Review performance regularly and provide feedback. If necessary, amend the objectives to reflect changes to the organisation.
Trained managers are considerably more effective than untrained managers, so make sure they know what they're doing. To help you we have a special offer. Any in-house training for performance appraisal booked during April 2011 for delivery by June 30th 2011 will enjoy a 15% saving on the usual price. To find out more call us on 0845 644 8955 or emailpm@russellhrconsulting.co.uk
Russell HR Consulting provides expert knowledge in the practical application of employment law as well as providingemployment law training andHR support services. For more information, visit our website atwww.russellhrconsulting.co.uk or call a member of the team on 0845 644 8955.
Russell HR Consulting offersHR services to businesses nationwide, including Buckinghamshire (covering Aylesbury, High Wycombe, Milton Keynes, Bedford, Banbury, Northampton, Towcester and surrounding areas), Nottinghamshire (covering Chesterfield, Mansfield, Nottingham, Sheffield, Worksop and surrounding areas) and Hampshire (covering Aldershot, Basingstoke, Reading, Farnborough, Fareham, Portsmouth, Southampton and surrounding areas).
