How to make employee performance appraisals healthy? blog.synergita.com /2013/11/how-to-make-employee-perf ormance-appraisals-healthy/ T henappan Radhakrishnan
Here is a conversation between 2 employees in an organization Employee 1: I heard that the Employee Appraisal Process is going to start soon in our organization, hope our perf ormances this year be bought to the notice of the top management Employee 2: We can’t expect too much f rom the appraisal process as it is the same structure which we have been f ollowing all these years. T he f eedback will more or less remain the same as it was last year. T his is how conversations happen between employees around the time of appraisal. First and f oremost, the organization should erase these thoughts and set a neutral ground f or employees and managers to take part in the appraisal process. An Employee Perf ormance Appraisal System with a simplif ied approach in place would alleviate these problems to a large extent. In today’s high perf orming environment, every employee is a star of his own and it is the organizations responsibility to identif y the best and emerging talent along with dif f erent ways to retain them f or a longer period of time.
Things to be taken care of in the appraisal process. 1) Make sure that even the minute details of the employee’s work are being captured. T his can be done with the help of the HR Partner in getting the inputs f rom the respective team mates and his manager. T his would make the employee instill conf idence in the appraisal system and thereby also encourages in giving an honest f eedback about him and his co workers in the appraisal process. 2) T he Manager has to give a structured f eedback addressing how the growth of the employee in the organization would be and also let him know what has to be done to reach the next level and how this would result in the ‘win-win’ situation f or both the employee and the manager. It is also important to know the employee’s career aspirations and how organization is going to help the employee reach those aspirations. 3) T he Shortcomings of the employee during the appraisal period has to be mentioned and has to be projected in a way that the employee realizes the shortcomings himself /herself and it should not be thrust upon him/her. Play by strength of the individual. 4) T he employee has to be judged based on his perf ormance at work (deliverables met, team work, SLA Met) than the Managers Perception of how the employee is in terms of his behavior,
attitude and attendance details. Metrics are very important than water cooler talks. 5) T he Feedback has to be given then and there and waiting f or an appraisal time to give the f eedback does not go along as the employee needs constant motivation f rom his/her superiors which will help the managers to get the best out of the employee. 6) A training session of how the appraisal system works has to be demonstrated across the organization prior to the appraisal. T his will help everyone f amiliar with the process and it can be completed on time. 7) T he HR Team has to give the Onus on the Managers to take the Perf ormance Appraisal Process f orward and the HR Team should act as a f acilitator. In this way, the Managers are given a Free Hand in making the perf ormance appraisal a success with the help f rom the HR Team. 8) T he One on One Meeting has to be an eye opener in terms of taking f orward the expectations of both the manager and the employee to the next level and it has to be more transparent in knowing the expectations of each other which will help in team building These points would promote healthy appraisal within the organization and also build trust between the managers and the employees which will act as a base in designing future appraisal systems in place in the organization.
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Thenappan Radhakrishnan T henappan works as an HR Specialist f or Synergita. He brings in over 5 + Years of experience across various f unctions of HR such as Generalist, Recruitment Shared Services, Perf ormance Management.
Lat est post s by Thenappan Radhakrishnan (see all) Bringing Fun to Work - April 28, 2014 Rewarding Employees is NOT always expensive - April 7, 2014 Move Perf ormance Appraisals away f rom Salary Revisions - December 16, 2013
Relat ed post s: 1. Relax! It is just perf ormance appraisals ! 2. Move Perf ormance Appraisals away f rom Salary Revisions 3. Subjectivity in perf ormance appraisals 4. Take the pain out of appraisals â€“ Employee Management