Employer Resources
Performance Appraisals
It is important that all employees have performance appraisals at set intervals in order to ensure individuals can do their jobs and reach the expected levels of productivity in the required period of time. There have been many studies undertaken which have clearly illustrated the importance of:
- Making employees aware of expectations
- Giving credit and appreciation for good performance
- Giving the opportunity to have input into the operations of their individual jobs and the workplace in general
In these times of skill shortages it is also vital that employers communicate expectations with employees effectively so they are giving them the best possible chance of succeeding in a position.
Performance appraisal offers the opportunity to achieve all of these goals both for employees and employers. Three monthly appraisals are ideal and they should be structured so employees can identify strengths and weaknesses in performance and then have the opportunity to discuss reasons for these weaknesses and strategies to overcome them. Employers then are able to comment on the weaknesses or failure to meet expectations in a more positive manner as the focus is on correcting the underperformance.
Each time you meet for a performance appraisal consider the following:
- Examine performance, exploring both your perception and the employee’s
- Note areas of strength, look for trends, and emphasize positive traits
- Note areas needing improvement, such as skill deficiency, problems, and future opportunities
- Assess performance level in relation to expectations
- Set new goals, objectives, or targets
- Get commitment to change or improve weaknesses and continue positive effort
Performance appraisals allow employers to have an understanding of employee attitudes and possibly prevent problems before they arise. They are invaluable for improving retention as they allow for positive negotiation and problem solving.
