Employee Appraisals
Employee appraisals ensure that not only the employee but their manager/supervisor, are fully aware of the individual’s strengths, weaknesses and goals. Information is power, and so by utilising employees effectively and harnessing their own individual skill sets in the right way can only benefit the Company.
Employee appraisals are beneficial for you as an employer and your employees
Appraisals are an essential tool for Companies to monitor employees’ performance and improve the overall productivity of the business.
Employee performance is a fundamental issue for all businesses, as poor performance often means poor Company performance. Poor performance not only reduces productivity but can have a negative impact on the employees who work alongside the poorly performing employee and bring down their performance too.
A regular appraisal system allows you to assess your staff against set objectives, provide feedback on performance and establish mutually agreed goals. Regular appraisals can help identify performance issues at an early stage. Rewards for outstanding performance or remedies for poor performance can be established where appropriate using the outcomes of the appraisal.
Important things to consider:
- An appraisal should be the opportunity to sit down to review performance over a period of time.
- The appraiser’s role is to help ensure that the review of the employee’s past and current performance is fair and made on the basis of evidence.
- There is no legal requirement to carry out appraisals, however, they are recommended. They allow the employer to recognise achievements and identify strengths, weaknesses, training needs, potential for promotion and development. Furthermore, they enhance communication between employees and managers.
Support and guidance with every stage
- Agree with the employee the date, time, location of the interview;
- Give the employee a preparation form;
- Ensure both parties have details of the key targets and objectives agreed the previous year;
- Gather the information necessary for a meaningful discussion to take place, in particular, details of the employee’s actual performance;
- Manage the appraisal discussion so that both parties can effectively contribute;
- Be balanced, ensure that there are positives as well as any negatives;
- Keep a record of positive and negative behaviour throughout the year;
- Jointly agree key targets and associated objectives;
- Complete the appraisal form after the interview and give it to the employee for confirmation of the content and to add any comments;
- Return the document to the employee for any final comments following review and signature;
- Carry out agreed actions; and
- Monitor the employee’s performance on an ongoing basis.
Employees and managers need to understand how they are performing:
- To learn
- For perception, for example, an employee may consider they are doing really well when in reality they are underperforming
- To keep motivated
- To feel appreciated
- Clarity
- Refining our potential
- Maximise returns.
Failing to address workplace issues can cause a reduction in work, grievances, disputes and disruption. Additionally, it can create an unhealthy environment, a breakdown in relationship and difficulties disciplining the individual in the future.
As well as being conducted honestly and reflecting the employee’s true performance, there are important do’s and don’ts in order for appraisals to be effective. You should;
- Keep a record of positive and negative behaviour throughout the year
- Ensure both parties have details of the key targets and objectives agreed the previous year
- Both parties should prepare for the appraisal by gathering the information necessary for a meaningful discussion to take place
- Manage the appraisal discussion so that both parties can effectively contribute
- Have balance and ensure that there are positives as well as any negatives
- Jointly agree key targets and associated objectives
- Following completion record and file appraisal documentation
- Carry out agreed actions and monitor the employee’s performance on an on-going basis.
However, you shouldn’t;
- Treat it as a disciplinary meeting
- View appraisals in isolation
- Use them instead of performance management or disciplinary processes
- Rush them
- Just go through the motions’
- Be bias
- Be completely negative
- Skirt over or fail to deal with any conduct or capability issues.
We’ll take the time to understand your business and advise you on how best to protect it. Tailoring your appraisals to your company needs is important so it reflects your business and is individual for your employees.
We can come in and undertake your appraisals for you, or we can provide you with advice and guidance on how to conduct appraisals. We can also provide templates to assist you with this process.