Employees would continue to do wrong if they are unaware about where they are
doing the wrong. Constant feedback, good mentorship and positive reinforcement
through regular performance appraisals will provide employees with direction
and appreciation. Here are some essentials to keep in mind as you give
performance appraisals:
|
Be regular. Provide regular and constructive feedback. Not
receiving regular feedback on performance would bring stagnation in the careers
of the employees. Whether your review schedule is annual, semi-annual, or best
of all, quarterly, make sure you do the review is done on time.
|
|
Be flexible. Some rigid and old methods of appraisals may not
be liked by the employees. The process of appraisal should provide a framework
through which the managers should be appraised.
|
Follow up. Reviews may be good or bad of any employee, but
they are soon forgotten as they happen only once or twice a year. Thus regular
reviews are a good way to provide the feedback to each and every employee.
Regular feedback on progress against goals is critical to maintaining momentum
during the course of year.
|
|
Reward difference-makers. Rewards bring a lot of difference in
the work performance of the employees. Performance reviews should be an
opportunity not only to outline goals, but also to acknowledge when employees
achieve them. A pat on the back and congratulations are great promotional tools
for the employees.
|