Performance management is a complete procedure by which the managers, as well as the employees, work together in order to plan, monitor, discuss, and then review their work objectives and on the whole contribution to the company. However, most of the times, it is noticed that we prefer to conduct the process annually and in a traditional and transactional manner, that leads to overall disappointment with the process. The managers are generally not trained that they can conduct the complete process and employees are also not given much of the opportunities to accent their issues and concerns. Every company knows the strategic importance of the complete process, and hence it becomes important to conduct the process in an ongoing way where the managers are prepared to conduct the whole process with ease and perfection. So, here we are sharing some do's and don'ts of Performance Appraisal process that can give overall pleasant experience.
Keep it clear and simple: Once you sit for the appraisals discussing the tasks, deadlines, achievements, project completions, and much more, you are always advised to keep it very simple. An HR should have a clear picture as in what aspects to cover during the meeting and what all they need to discuss and close by end of the sitting. So, making your notes ready before the meeting would always help in conducting the appraisal process in a clear and simple way.
Stay Focused: It is very common that when we sit and discuss all the projects and achievements, we tend to take a different path altogether and start talking about the unnecessary details of few events. So, it is a responsibility of an HR and the reporting managers to keep the discussion focused and take it in the right direction. It becomes our duty to clear all the expectations for the coming year so that an employee also remains focused on achieving the deliverables.
Don’t make it Annual Process only: Though an organization keeps the appraisals to be done annually, the discussions on the performance can be considered as an ongoing process. The managers and HR can work collectively to make it happen. It can be planned in a way to schedule the discussions monthly or quarterly basis. And the ratings of these appraisals can get clubbed together to reach the point of final decisions. We can make sure that the employees are performing their best throughout the year.
No Negative Feedback please: When we start our discussion, we tend to have a pre-set idea about the performance of an employee. Even if you have any complaints about their performance, make sure you use progressive words and sentences like ‘This can be done better by doing it in this way’, or ‘The decision you took lead to a problem, so it could be done in a better way’ or ‘You should always keep your managers in loop so that they can guide you well’ or any other constructive feedback. Negative feedback is always bad for the further performance and their motivation level.
Make it a 2-way process: Make sure that the performance appraisal process goes in a two-way communication process. The employees who are there for their appraisals and performance reviews have all the rights to speak for themselves and put their side of stories along with the achievements they think of as great. So, it is always best to speak and let them speak to conduct a healthy discussion.
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