abercrombie & finch - rather than a top-down proce

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Perfecting The Appraisal Process - A Guide For Employers | A Business Article
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Many employers will undertake their annual appraisal process in January, and it is important to understand how to conduct an effective appraisal for the sake of your business. Performance appraisal is a very important part of performance management. It is essentially an opportunity for the employee and their line manager to get together and have a dialogue about the individual's performance,[link widoczny dla zalogowanych], development and any support they may require from the manager. In addition the appraisal system may be used to determine whether employees should receive a financial reward for their strong performance. Ideally appraisals should be a free-flowing conversation in which a range of views are expressed,[link widoczny dla zalogowanych], rather than a top-down process, where one person talks and another listens.
It is of paramount importance that the objectives of the appraisal scheme are determined before the system is designed in detail. The objectives will to a large extent dictate the methods and performance criteria for appraisal,[link widoczny dla zalogowanych], so it is very important they should be discussed with employees, managers and trade unions to obtain their views and secure their commitment to the process. The main objectives of an appraisal system are usually to review performance and potential, and identify training and career planning needs.
How Do I Conduct an Appraisal?
There are five key elements to the appraisal process;
Measurement - assessing performance against agreed targets and objectives.
Feedback - providing information to the individual on their performance and progress.
Positive reinforcement - emphasising what has been done well and making only constructive criticism about what might be improved.
Exchange of views - a frank exchange of views about what has happened, how appraisees can improve their performance, the support they need from their managers to achieve this and their aspirations for their future career.
Agreement - jointly coming to an understanding by all parties about what needs to be done to improve performance generally and overcome any issues raised in the course of the discussion.
There is no one correct way to conduct an appraisal. Many companies have some sort of appraisal form for this purpose, with space for appraisers to rate appraisees on aspects of their role such as effectiveness or their contribution to the team. As a general rule it is important to seek information covering these factors:
Objectives - whether they were achieved and, if not, the reasons why.
Competence - whether individuals are performing below, within or above the requirements of the role.
Training - what training the individual has received in the review period and what training or development they would like to receive in the future.
Actions - a note of any actions that need to be carried out by the individual or the appraiser.
Whilst there is no one correct method for conducting an appraisal, there are certain aspects that characterise good and bad appraisal technique. Ultimately, a good appraisal is one in which:
Appraisees do most of the talking
Appraisers actively listen to what the appraisee says
There is scope for reflection and analysis
Performance is analysed not personality
The whole period is reviewed and not just recent or isolated events
Achievement is recognised and reinforced
Ends positively with agreed action plans.
A bad appraisal meeting:
Focuses on a catalogue of failures and omissions
Is controlled by the appraiser
Ends with disagreement between appraiser and appraisee.
With these guidelines in mind, you can be confident that your appraisal process will work in the interests of both your employees and your business, leading to stronger performance and a more motivated workforce.
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