Illustrating the Need for Effective Performance Appraisals

by Melany Gallant | Posted | Performance Management

Like them or not, performance appraisals are an unavoidable fact of life for supervisors. Many supervisors approach their next performance appraisal period with the same amount of anticipation as one would a trip to the dentist – primarily because the systems they have in place aren’t adequate enough to make the process run efficiently.

In her post on boomer.com titled, Why Your Firm Needs Effective Performance Appraisals, Sandra Wiley provides us with details on how you can implement more effective performance appraisals at your firm, with just a few easy to adopt best practices. One of those best practices involves open, honest communication between supervisors and employees.

Good Communication, Consistency is Key

Wiley talks about how communication shortcomings can lead to uninformed and ultimately unhappy employees, who have no idea that their current performance level is not matching management expectations. By giving employees an opportunity to improve themselves through open and honest communication channels, organizations can avoid all sorts of unnecessary ramifications that might ensue if your employees are kept in the loop when it comes to their performance.

Making sure employees who share the same or similar job functions are evaluated using the same criteria will help your organization create consistency in your review process:

Wiley contends that this consistency will help you identify your top performers, and when you recognize the accomplishments of your staff, you immediately improve your ability to retain those employees.

The Ripple Effect

But the benefits of a quality performance appraisal process go beyond driving the performance of your employees, extending to supporting the company’s strategic plan, and helping your company realize better bottom line results.

Wiley identifies the specific pitfalls to avoid, which gives us a clear illustration of how treating your staff fairly, with open lines of communication using a multidimensional feedback system free from negative emotion, can help your firm realize not only a much smoother and more productive performance appraisal system, but one that will result in an improved bottom line at the end of your year as well.

What has your organization done to make the performance appraisal process as smooth as possible for both supervisors and employees? Please share them in the comment section below.




Close [x]

Get our Saba Blog Digest email delivered right to your inbox.

Join over 100,000 of your HR peers: