Tips for an Effective Performance Review, Performance Appraisal
Tips for an Effective Performance Review, Performance Appraisal
An annual performance review is like taking a bath once a year.
One cannot eliminate all the dirt in one swoop since the
frequency of the bath or review is so low. Some employees find performance appraisals as a waste of useful time and just
an annual ritual that has to be performed while working for the company. But even enlightened employees do realize
that it is quite awkward during a review to sit and talk about the events gone by over the past year,
most of which have been forgotten or are irrelevant. This sort of thinking is quite unlikely to
yield the desired benefits or help to improve the motivation or competence level of the employee.
Other employees find it extremely important to have a performance appraisal at least once a year.
Employees with a high level of emotional intelligence understand that-
There are a few points that can make the performance review process very effective and productive-
Following the performance appraisal, supervisors should try to setup a system for providing feedback on a
weekly or monthly basis to their employees. It is imperative to understand that the
review process is not a pointless exercise.
Moreover, it must be understood that the employees will use the performance review to see how they contribute and fit in to
the company.
Summary
Annual employee performance reviews form an integral part of any organization. Performance reviews help to improve the working
relationship between supervisors and their employees. Supervisors will be able to understand the challenges and strong points
of their employees and adjust the work schedule accordingly. A performance review process should be a part of any companies culture.
It should be thought of as a time for honest reflection on the employees performance and the companies role in their development.
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