There is no single procedure to conduct performance appraisals. They differ from business to business and manager to manager. Nonetheless, the best procedure for a performance review is one that helps you get a productive job performance from your employees. Towards that goal, you must direct your efforts to integrate suitable techniques to give your feedback. Here are a few suggestions:
Keep it professional: Your attitude is what determines the outcome of the appraisal. Therefore, ensure that you conduct yourself professionally during the procedure. The very purpose of an appraisal will be lost when you become judgmental. So put yourself in your employee’s shoes and see where his performance is lacking and what kind of corrective course can improve his performance.
Keep it continuous: Don’t keep your feedback for only annual performance reviews. If you do so, any negative feedback can shock your employee, creating a negative impression about your intent in bringing about such feedback at that stage. So, ensure that the employee understands your expectations very early in the year and keep giving him feedback on his performance time and again. This will enable him to have a fair knowledge of his performance and be in a confident position to face the final annual review.
Balance the feedback: Follow a sandwich approach in giving feedback, putting one negative point between two positive points. This will make him feel valued for the positive contributions he has made to his position and allow him to take his performance to the next level without any ruckus.
Time to reflect: Give him time to reflect on your feedback before scheduling a discussion meeting. Any meaningful discussion is possible when your employee is given enough time to digest the feedback you gave and analyze its pluses and minuses. So, give him ample time before you schedule a meeting. When you meet with him, ensure that you sit with him without interruptions and listen to him completely. Here, you must play a listener’s role, allowing the employee to talk his mind out. Then, all you need do is to just clarify his doubts and figure out what you can do to make him more successful.
Do not blame others: Though it is good to take the opinions of the other team members and your immediate reports before preparing your review, you must validate their views and incorporate only the genuine ones. However, once you include these, you should not blame them when the employee comes up with a convincing counterargument.
Set Objective: Set new and mutually acceptable objectives for the next year. A successful performance review is one in which there is a meaningful discussion on not only the employee’s present achievements and failures but also your expectations of him the next year. Ensure that you discuss with the employee the time frame to achieve the level of performance you expect of him.
Thus, a structured, result-oriented and unbiased approach to pass feedback can pay you rich dividends in terms of enhanced employee satisfaction, better performance and loyalty.
Do share your thoughts on the same.