Show me someone that loves completing performance appraisals and I will show you someone that is not normal.
Performance management is probably one of the most disliked responsibilities by team leaders in just about every organization. It’s hard to do, it takes away time from “productive” management activities, it often creates frustration and disappointment with the employees. So why are organizations still investing time and effort in such a painful process?
When executed well, performance management is the strongest process in the HR tool-kit that can drive individual performance. Once managers understand how to leverage this process to their team’s advantage, the payoff in terms of increased discretionary effort, organizational commitment and job satisfaction will far outweigh the burden of completing administrative forms and having to provide feedback. In fact, performance management is a critical driver in creating a high-performance workforce – an aspiration that all managers strive for in today’s times when everyone is expected to do more with fewer resources.
Here are the main ingredients of a well-executed performance review?
Sitting down with an individual to discuss performance can at times seem daunting. What to emphasize? What of their feelings; what if they become disengaged after the review? These are concerns that could make this process unpleasant, especially if there are some weaknesses. The longer the needed discussion is ignored, the more difficult it will seem. Should the performance go unchecked, the result is usually a disengaged employee which can have a disturbing affect on other employees.
For the most part, employees prefer structure. They need to know what their purpose for working in the organization is. Most employees would like to work towards something. It should be measurable and achievable in a relatively short time frame. It can’t be emphasized enough that the appraisal is the perfect opportunity to sit down and discuss how the employee’s performance is progressing. This process can be very pleasant, even if there is bad news to deliver. It may be useful to ask the employee for a recovery plan and if there are any special tools or knowledge needed in order to reach their objectives.
The performance appraisal can always be supplemented with a series of informal feedback sessions through the course of the year. That has the effect of informing the employee that what they do is meaningful and important; they are being counted on.
“Tweaking” the goals and expectations with informal feedback sessions throughout the year are so important. These sessions are an opportunity to take corrective action if needed or act as a reinforcement that they are going in the right direction. Focus on suggestions for improvement or development. If this is not done and the focus is on the employees’ weaknesses, it could have the opposite desired effect and dramatically decrease performance. When an employee understands the performance standards on which they will be evaluated, it will have the greatest impact on the effectiveness of the appraisal system – it drives commitment, effort and job fit. Find out how career1.ca can help your HR needs!