In today’s world of Human Resources, ensuring your appraisals are and on time way is paramount to a successful workforce. Performance reviews are necessary for a productive and accountable work environment. Can you make appraisals a pain free and simple exercise? Absolutely you can! The process boils down to documenting throughout the year.
Step 1. Set expectations and metrics with measurable goals. The expectations begin when you provide employees with a job description that details their duties upon hiring. Once the employee has been trained, he or she should be given clear expectations and measurable goals for the job. It is helpful at this point to even share a copy of your appraisal template so that your new hire understands the company’s performance standards, expectations and scoring systems, and can work toward meeting them.
Step 2. Start an early feedback process. Many HR professionals recommend a 30-, 60- and 90-day appraisal at the start of employment. This allows you to provide regular feedback on positive performance and address any areas where improvement is needed. Keep in mind that the 90-day introductory period works both ways. It gives the employer a chance to see how employees work and how they fit into the culture of the company, and gives the employee an opportunity to learn his/her job and to feel confident that the company has a professional and productive environment.
Step 3. Document any and all aspects of performance. Once employees have successfully completed the introductory period, document any and all aspects of their performance throughout the balance of the set appraisal period. This includes achievements and performance issues. Always keep your company’s appraisal template in mind so you are able to effectively address each area and provide an accurate, meaningful and comprehensive review. For example, some areas could be quantity and quality of work (using metrics when at all possible), initiative, teamwork and attendance.
Step 4. Do not rush the appraisal process. Companies typically use an annual appraisal at the end of each calendar year or on the anniversary of the employee’s hire date. We personally recommend using hire date anniversaries, which are easier to manage, and working one month ahead of the due date on either appraisal cycle. Use all the documentation gathered throughout the year to score each area and give an explanation to support your score for each category. Your explanation should include the reason behind the score and if necessary, suggestions to improve in that area.
The process can be simple and stress-free by planning throughout the year and as the saying goes: Document, document, document! Successful appraisals and your investment in guiding your employees with regular feedback and positive reinforcement will improve employee retention, which is the goal of every company.