How to Provide a Successful Performance Appraisal (With 5 Free Templates) process.st/performance-appraisal August 28, 2019 Thom James Carter August 28, 2019
In this post, we’ll be looking at and learning about performance appraisal. While we won’t be praising performances of global stars à la the judging panel of the Oscars or Golden Globes, we will be using performance appraisals to assess the conduct of the stars in your workplace. After all, performance appraisals can be hugely beneficial. For instance, 68% of employees who receive consistent, accurate feedback are more fulfilled in their jobs, in turn boosting employee engagement. Additionally, 92% of employees believe feedback – including negative feedback, if delivered appropriately – is effective for improving performance, resulting in increased employee output. For performance appraisals to be successful, however, certain rules and procedures must be followed diligently. Otherwise, the appraisal could backfire and have seriously detrimental results, including distrust and demoralization. From a business perspective, this can be devastating. So, to learn how to provide effective performance appraisals, read through the sections below: Let’s begin.
What is performance appraisal? And what are the objectives of performance appraisals? Performance appraisal – otherwise known as a “performance review”, “performance evaluation”, “employee appraisal”, or simply “PA” – is a formal assessment usually initiated by managers. Performance appraisals, usually, have four core components. They are: Define employee expectations, measure and evaluate employee performance, provide feedback to the employee, and record employee’s performance. 1/7