Performance appraisal is something that just about every Manager finds dreadful. There are many reasons for this, and we will explore all different aspects of it so that you can have better insight and are equipped with right tools for you and your employees not to dread performance appraisals ever again.
We will also explore different approaches to performance appraisals and perhaps not concentrate only on feedback giving in the time for a pay rise, promotion or termination but to see it as continuous conversations which happen in-between formal appraisals and allow performance appraisals being seen as just one of the tools in the box that can help the manager and an employee achieve results consistent with those of the organization/department and or of the team.
So, to start with lets quickly explore the definition of Performance Management and what role does performance appraisal have here.
PM is the communication process by which management drives overall strategic objectives and goals into day-to-day goals and actions that translate into measurable results that improve business success. PM is a continuous process of learning, coaching and reviewing employees performance.
If we take a closer look into this definition, we can see that PM is a big main heading underneath which we have many tools you as a Manager will make use of to be successful as Performance Manager. Performance appraisal is just one of those tools together with coaching, mentoring, development planning, compensation, feedback, objective setting and I would dare to say most importantly employee engagement.
How do we achieve Performance Appraisals not to be seen as dreadful? By creating an environment of WE rather than You and I. In another word we are looking to achieve the process of dialogue, mutual trust, support and mutual respect. A Win-Win.
When done well, Performance Appraisals will improve employee performance, motivation and commitment. This is our goal for you!
In these articles, we will touch base by exploring all the different stages you have to become comfortable and skilful in to be successful Performance Managers such as setting objectives, learning how to keep good records and what information to use in your records, how to perform evaluation and hold PA meetings, when and how to do follow-ups, how to use PM as a continuous process and difference between coaching and evaluating individuals and coaching and evaluating teams.
For more in-depth knowledge you can take a look at our Performance Management Programme as well as some of the specific modules offered to you in Bite-size learning section. These training workshops can be done face-2-face, one-on-one coaching, virtual and / or self-paced.
In the next article, we will explore how to set objectives and how to successfully communicate them with your team.