Appraisals are a two way street!

effective appraisals

Are you about to carry out your appraisals/performance reviews?  You may have been given an outline of what should happen or written instructions; but are you comfortable with what to do and how to do it? Do you really know what you want to get out of it?

Remember performance reviews aren’t just be about filling in rating boxes, 1 for poor, 5 for excellent and giving an average to decide whether a bonus is due or not.  It should be about building relationships with your team, where both parties should be completely honest and find ways to work and improve together.

Here’s how you can achieve it:

Firm, fair and thoughtful feedback – Remember you should be communicating regularly with your employees, so negative issues shouldn’t come as a complete surprise so no need sugar coat your review, but of course that doesn’t mean you should reduce them to tears.  Remember be constructive, people will want to improve, but may just need the correct guidance.  Are your expectations clear enough?  Honest, sensitive feedback and realistic goals are key.

Listen to them – Like I said it is a two way street so don’t do all the talking.  Of course you need to point out your observations and feedback, but give them a chance to express themselves too. Steer clear of yes/no questions and encourage them to talk about their goals, you will learn more about them and where they are heading.

Look to the future – Although a review is exactly that, a review of work over the past quarter (six months etc.), talk about how things can be turned around to work for you both going forward. Ensure you explain to them where the company is heading so they want to work with you to get there.

Get their feedback – You should respect your employee’s opinions and should want to learn things about your management style/skills too, so ask them. They will know better than yourself if they truly feel guided and supported.

Remember, it’s not all about making it fluffy and everyone walking out with the “best employee award”, potential problems need to be tackled, just put some thought and structure into how you do it.

And…

Make plans together, people always try that little bit harder to make their own ideas work!

Make sure you get the very best out of your appraisals and download your FREE Guide to Effective Performance Review now…

Free Guide to Effective Performance Reviews

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