How to justify performance appraisal for your employees?
If a company wishes to grow, then it has to focus on the herd the drives its growth- the employees. From meaningful feedback to monetary hikes to job titles, an annual appraisal when done right can compel an employee to go the extra mile for the company. Here are 5 ways through which employees’ performance appraisal can be done right:
1 – Fair Review:
Every employee is curious about how well he/she is faring at work. Thus, it is the organization’s imperative to be fair while reviewing the work of its employees. It is important to reward and recognize an employee’s hard work but to also correct mistakes or establish processes to improve work. Review their work to help them learn and perform better.
2 – Assessing employees’ long term vision:
HR managers are on their toes come appraisal time. A quick review meeting can decode a lot of answers for the HR team. They can observe and analyze the employee’s long term commitment to the company. Reward those employees who want to grow with the company and who are interested in not only their growth but also that of the company as a whole.
3 – Discuss an employee’s challenges/strengths:
The performance review can be a time to let the employee know what the company honestly feels about an employee. The meeting should discuss the performance review form which highlight the challenges faced by both the employees and the employer. Both can then come to a common agreement about the employee’s contribution to the organization. Also, the performance review meeting can be used as bait to resolve an employee’s deficiency/pain point by giving him/her valuable feedback.
4 – Allow your employee to assess themselves:
Most employees appreciate being involved in the process. A performance appraisal will provide first-hand source of factual input relevant to the employee’s performance and also alert you to any perception gaps in performance ratings. By allowing your employees to self-assess themselves, you build a sense of trust which then which allows them to step up and achieve more.
5 – Don’t wait until the end of the meeting to inform an employee of their merit increase:
Communicating merit increase information about midway through in the meeting helps ease tensions and create a more collaborative atmosphere for open communication. Withholding this information until the end, the employee is less engaged and just wants to ‘get it over with’ and know the raise they will get.