Performance Appraisal That Works

If you are one of the managers who have responsibility for the team’s performance, Appraisal process provides an excellent opportunity to reinforce solid performers and identify the poor ones needing improvement feedbacks in an effective manner. Here are few strategies to help keep top performers engaged as well as motivated and redirect less than average performers;

Set expectations early

• It helps to set the ball rolling early by underlying performance expectations from the team. Meet with employees to set individual performance goals at the beginning of the year. Grab this opportunity to clarify any doubts or ambiguity with employees.

Set clear measurement criteria

• Once the goals are set and explained with employees, it is essential that there is clarity on how these goals will be measured at the annual or periodic assessment. Most organizations have yardsticks defined for what they rate as excellent or poor performance.
• Define and explain measurement criteria on which employee will be rated. Ensure they are objective & measurable e.g. achieving annual revenue growth of 20% or reduce cost of goods sold annually by 10%.

Lean on periodic feedback.  

• Annual appraisals are less likely to result in difficult conversation and disputes if goals and progress is reviewed periodically. This also builds trust with team and sets transparency.
• Book the time for periodic review early with your team before the daily whirlwind of urgent issues can distract you from this!

Be Candid but Professional

• It is important that you share your honest and candid feedback with your employees. The best way to do this is to share your appraisal feedback with your direct reports ahead of the meeting to let him / her review your feedback in private. This also helps in letting their personal emotions out in private and helps more professional conversation during the meeting.
• If there are any disagreements, make sure you explain your viewpoint professionally but assertively. If necessary, back your assessment with documented data e.g. missed deadlines or logged customer complaints.

Focus on accomplishments

• Be positive throughout the meeting with your top performers & focus on their contribution & abilities. Be specific with your feedback. Feedback such as “you are an excellent team player” does not help. Instead say “you did well mentoring internees with our sales process”

Record developmental needs 

• Do not sugarcoat any need for developmental expectations as many a times this confuses employees. If there are areas of improvements that need action, chart out roadmap for improvements together & set realistic progress goals.
• Use Stop, Start and Continue model. Ask employees what they think is working and what is not working. In most cases you will gather honest & constructive feedback.

ProZen Consulting, Calgary
Project Staffing & Consulting Services
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