Performance Appraisals for Business Growth

When performance appraisals are conducted by an expert performance appraiser they will have significant positive impact on employee morale and employee motivation, leading to exponential business growth which would not previously have been realised.

This is the power of the employee performance appraisal. It should not be dismissed as red tape or extra administration. If this is the attitude of your managers or your staff it is because they do not understand or know how to implement or conduct meaningful appraisals.

In the majority of cases "lip-service" is paid to performance appraisals, a generic performance appraisal form is used and both the appraiser and the appraise gain no benefit from the exercise and it is a waist of time and resources which de motivates all involved.

If this sounds familiar to you - you must, for the benefit of your business commission us to train all managers involved in people management.

Performance Management

The performance appraisal itself, (the 1-to-1 meeting), is only one part of the performance appraisal system. In order to ensure that the performance appraisal process works to achieve the business growth goal, the performance appraisal must be preceded by an audit of:

  • Staff contracts
  • Staff job descriptions
  • Employee handbook

You will only need to audit the above once, thereafter they will grow organically with your performance appraisal system.

As the business leader your performance appraisal objectives, are very simple and can be summed up in two words, "business development" or "business growth". Following training your manager/s will be able to conduct effective performance appraisals that will bring real benefit not only to the bottom line of your business but will also enhance the work life of all involved.

Performance Appraisal

The words "staff performance appraisal" can engender negative feelings with many employees, it can even conjure up feelings of fear or dread.

This happens for three main reasons.

  1. The employee has been poorly appraised by a non-skilled appraiser in the past
  2. The appraisal system has been used as a tool to embarrass or discipline staff
  3. The appraise is aware that an accomplished appraiser will uncover complacency & or descent.

Therefore it is essential that appraising performance is used a positive tool for personal and professional employee development and this message is communicated to all employees.

The employee is a person with feelings, as an employer you have a duty of care to your employees well being and you also have a moral duty to enrich their lives. If this sounds to "new world" to you, please think again.

An employee who is given every opportunity to grow professionally will produce more than one that is given no support, guidance to training.

Improving Performance

Improvements in performance do not "just happen" - They have to be managed.

An important first step en route to managing performance is to help managers and employees to focus on priorities within their job/s.

A good appraisal system allows the manager to achieve clarity with each team member about the precise detail of their job. This is why it is important to ensure that the employees contract and job description are accurate to the role.

Reaching for High Performance

Companies that aspire to increase performance need to become strong on:

  • Clarity about objectives and goalsPerformance Appraisal
  • Continuous assessment and feedback
  • Recognition of performance and achievement
  • Individual Personal development

You may be surprised to hear that in many organisations, the further away form the CEO the more clouded the companies mission becomes and although the CEO may assume that each individual in his or her organisation is focused - nothing could be further from the truth!

Senior management (hopefully) have clear written statements regarding the organisations mission and vision. The performance appraisal system is one method of clarifying and welding this important information into individual employees, whilst simultaneously clarifying individual functions.

Stages in Performance Appraisals.

Key Performance Appraisals Stages

There are 7 key stages when beginning or implementing a new performance appraisal system.

  1. Achieve clarity about the job function
  2. Set clear achievable goals
  3. Review performance on the job
  4. Prepare for the performance appraisal
  5. Conduct the performance appraisal
  6. Perform a training needs analysis
  7. Issue a personal development plan

Following the above, the continuous appraisal system cycles round again.

What is the Difference Between an Appraisal and an Assessment?

EG: A forklift truck driving test is an assessment of your ability to safely control a forklift truck, the assessor or examiner will pass or fail you dependent on the skills assessed, these will be set skills that the forklift truck driver had no input in.

An appraisal differs in that the employee has equal input into the appraisal and a large part of the appraisal system is the employees "self appraisal".