14 Most Effective Tips for Performance Appraisal

There are a few tips for a successful performance review program. For the successful completion of these tips, a performance review program may come to an end. These tips for performance appraisal are mentioned below:

Tips for performance appraisal

1. Fair notice: Give the employee fair notice about when there is to take place

2. Proper evaluation: Ask the employee to think about and evaluate his or her own performance prior to the review session.

3. Examine Information: Prepare for the review by examining the information available about the employee’s performance. Seek additional information if needed.

4. Positive beginning: Begin the session in a positive tone to set the employee at ease and make him or her receptive to the performance review process.

5. Explain the format: Explain the format of the performance review session.

6. Awareness: Make the employee aware of the uses of the performance appraisal results   (e.g. training and development, salary decisions, promotion decisions).

7. Second meetingIf needed, set a second meeting to discuss non-performance-related issues such as salary increases, future goals, or developmental suggestions.

Tips for performance appraisal
Tips for performance appraisal

8. Participation: Encourage the employee to participate, especially when his or her appraisal differs from yours.

9. Review the standard: Review the standard to which the employee wee be compared to remind him or her that the process is not complete! subjective.

10. Praise: An organization should ensure praise to an employee for his achievement and take necessary steps.

11. Highlight weak areas: you should highlight weak areas first and then you can take an attempt to resolve them.

12. Performance improvement: Find out the weak area of an employee and discuss the ways of improving performance. And it will increase the confidence of an employee.

13. Understandable: Make sure that the employee fully understands appraisal.

14. Positive note: End the discussion on a positive note. Even in case of the negative result of performance appraisal.

Following this, the manager becomes a counselor instead of an evaluator. This type of review session appears to be more useful and enjoyable for both the evaluator and the employee.

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