Appraisals in the work place

15th December 2015

Recruiting and retaining quality staff is as important today as it has ever been. One of the ways of attracting the right type of employee for your organisation, retaining them and keeping them motivated is to undertake regular appraisals and provide feedback on performance.

It really doesn’t require a large time commitment to provide regular feedback on performance as this might simply mean praising a staff member for a particularly good piece of work.  More formal appraisals require a little more planning but even these do not need to be so onerous that they are either not undertaken or undertaken in a way that might actually have a negative impact on the employee and therefore ultimately on the business.

There are some key steps to follow so that all those concerned benefit from the appraisal process and there are 3 key steps and some points that should be followed at each.

Pre meeting consideration of issues

Prepare in advance for the meeting. Both the appraisee and the appraiser need time to consider the issues they wish to raise at the meeting. This should have some guidelines built into it covering such areas as current performance, career planning, past and future objectives.

The meeting itself

The meeting needs to take the form of a full and open two way discussion and it should be balanced in terms of input from appraiser and appraisee. Ideally you should want employees to open up and talk about their own perceived performance to see whether it is the same as the appraiser’s views and there is common ground, whether performance has been good or where there is room for improvement.  If the outcome of the meeting is that objectives are set they need to be measurable so that it can be clearly seen at a future meeting whether they have been met or not.

Post meeting action plan

If matters are agreed at the meeting that then require action after the meeting, a timetable should be set so that these are addressed and they are not forgotten.  The appraiser doesn’t have to provide all the outcomes for the employee.  Employees can be empowered to identify the solution to an objective set and there will be probably be better buy in from the employee if they feel part of the process. 

It might seem like a large commitment both in terms of time and expense but well organised appraisals can have an ongoing and positive impact on your business and help maintain a happy motivated team.

For more information, please contact Matthew Benton on 01273 701200 or matthewb@plusaccounting.co.uk

 

Any views or opinions represented in this blog are personal, belong solely to the blog owner and do not represent those of Plus Accounting. All content provided on this blog is for informational purposes only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site.

 

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