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To appraise or not to appraise – that is the question? |
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Recently an element of my HR work has been helping small companies address people performance through appraisals. It has been interesting to note what appraisals mean to different people within the organisations. Comments ranged from ‘Yes, well I do like to have the opportunity to sit down with my manager and discuss how the job is going’ to ‘Oh no, it can’t be appraisal time already, seems like we’ve only just completed the last lot!’
Whatever your thoughts, a well run appraisal process does have many benefits to you the manager and your employee – improves performance, allows regular feedback, develops people. What does your appraisal say about you and your business? Do you see this as an opportunity to discuss how your people are progressing in their jobs? Is there untapped potential you’ve missed along the way? Is there someone in your team capable of helping you with the overloaded work schedule that’s stressing you? Are you naively thinking that you can do everything yourself because he/she wouldn’t or couldn’t do the job as well as you? What if they did? Would that mean you might have more time to work on the business rather than in the business? Oh so many questions… To conclude let me leave you with a few guidelines for conducting effective appraisals. 1. Plan and prepare for an appraisal (that includes appraiser and appraisee)! 2. Have the necessary documentation at hand – e.g. job description, previous appraisal etc 3. Book a room where you won’t be disturbed 4. Encourage and guide the employee through the process and remember the appraiser role is not judge or interrogator! 5. View the performance appraisal as an opportunity for communication between the person who assigns the work and the person who performs it 6. Be prepared to discuss what is expected from each other 7. Acknowledge achievements, good performance and evaluate progress 8. Address causes of under performance and investigate possible reasons 9. Set realistic and achievable objectives 10. Write up what has been agreed at the appraisal meeting and ensure the employee has a copy for reference Fraser HR book recommendation ‘Fast Thinking Appraisals’ by Richard Templar. Well written, easy to read and lots of useful information particularly if appraisals are new to you! |
