Using Performance Appraisals

If used correctly, a performance appraisal can be a great motivator for employees

How employees react to performance reviews can be directly related to the tone contained within them. If you use this opportunity to simply berate employees on what they're doing wrong and how they've disappointed you during the year, don't be surprised if you're greeted with resentment and malaise.

Alternatively, if you use an approach of constructive criticism, you're more likely to a) maintain the employees' respect and attention throughout their performance reviews and b) motivate employees to work on their strengths and try to improve on their weaknesses. So how do you do this?

1. Compose a written performance appraisal ahead of time so you avoid "winging it" during the meeting.

2. Let your employees respond to their performance reviews. Make it a two-way process.

3. Consider incentives for improvement you can add to your performance appraisal programs.

 

Use a template for written performance appraisals

It can be tough to think of what to write on the spot, especially if you have every employee performance evaluation on the same day or during the same week. A template is a great way to ensure you include everything you need to and that your reviews remain objective, with no biased information or hearsay.
Try: Get a free, simple employee review template from Docstoc that you can edit in a word processing program. Alternately, order a premade form packet from a company like HRN Management Group. The greater amount of detail in the forms may be well worth the expense.

Involve employees in their performance reviews

Using performance appraisals as a time for you to assess your employees as well as for your employees to assess themselves can be a win-win situation. In fact, the areas where an employee thinks he or she needs to improve may match exactly with yours. Working on a strategy together instead of simply telling the employee what to do can get you better results in the long run.
Try: Have each employee complete a self review before his or her employee performance appraisal. Again, you can use a template, such as the one provided at FindLaw. You may want to explain to employees why these assessments are important so they don't consider them a waste of time and give them the thought they require. There's an article on Experience that can help.

Reward with more than just a positive job performance appraisal

While your top performers will have positive performance appraisals, you should consider rewarding consistently excellent work with more than just a pat on the back. It will encourage your stars to keep shining brightly and may motivate average employees to work to become stellar.
Try: Of course, the most common way to reward stellar work is with a pay raise, but since employees should not share salary information, you need a more visible reward. For example, give outstanding employees extra vacation days or invitations to exclusive golf outings. Hrtools has more ideas. Also consider holding an employee awards banquet to recognize them for their achievements. Visit the website of the Town of Cary, NC, to learn how to crown an employee of the year.

 

• Make sure each employee performance review remains confidential. It should stay between the employee and his or her supervisor and not become fodder for office gossip.

Copyright © 2011 Business.com, Inc. All Rights Reserved.

---