Essay How To Deliver An Effective Performance Appraisal February 2011

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How to: Deliver an effective performance appraisal February 2011

Context
•

Yearly performance appraisals are critical.

•

Dedicated hour-long or half-hour long meetings once a year provide a good base for leaders and employees to:
– Recap the employee’s past-year performance.;
– Justify the performance rating they received for 2010;
– Lay ground-work for performance expectations in 2011.

•

Performance appraisals help leaders to:
– Build relationships with their employees;
– Recognise and reward good performance;
– Address poor performance; and
– Drive employee engagement

6/21/15

Presentation Title

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Purpose
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Why are performance ratings critical?

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Strong performers:
– May get frustrated and think their efforts aren’t being recognised (may think “what’s the point?”).
– Positive reinforcement will encourage them to continue to perform and achieve.

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Weaker performers:
– May not put much effort in as they think “It doesn’t really matter what I do, I’ll get a satisfactory rating anyway”
– Highlighting behaviours which need addressing can help them build on their skills and focus on improvements

6/21/15

Delivering an Effective Performance Review

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3 needs of the employee
• What do you want me to do?
– What do you expect of me?
– What are my key tasks and accountabilities?
– How does my work ‘fit’ with the bigger picture?
• How well am I doing?
– Am I meeting your expectations?
– What does ‘success’ in my role look like?
• What is my future?
– What learning and development opportunities are available? – What is the next career step for me? What do I need to do? 6/21/15

Presentation Title

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10 Guiding Principles
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A week or so before the appraisal meeting send the employee a proposed agenda and suggest

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