Employee Appraisals

• Agree with the employee the date, time, location of the interview;
• Give the employee a preparation form;
• Ensure both parties have details of the key targets and objectives agreed the previous year;
• Gather the information necessary for a meaningful discussion to take place, in particular, details of the employee’s actual performance;
• Manage the appraisal discussion so that both parties can effectively contribute;
• Be balanced, ensure that there are positives as well as any negatives;
• Keep a record of positive and negative behaviour throughout the year;
• Jointly agree key targets and associated objectives;
• Complete the appraisal form after the interview and give it to the employee for confirmation of the content and to add any comments;
• Return the document to the employee for any final comments following review and signature;
• Carry out agreed actions; and
• Monitor the employee’s performance on an ongoing basis.

Employees and managers need to understand how they are performing:

• To learn
  
• For perception, for example, an employee may consider they are doing really well when in reality they are underperforming
  
• To keep motivated
  
• To feel appreciated
  
• Clarity
  
• Refining our potential
  
• Maximise returns.
  

Failing to address workplace issues can cause a reduction in work, grievances, disputes and disruption. Additionally, it can create an unhealthy environment, a breakdown in relationship and difficulties disciplining the individual in the future.

As well as being conducted honestly and reflecting the employee’s true performance, there are important do’s and don’ts in order for appraisals to be effective. You should;

• Keep a record of positive and negative behaviour throughout the year
• Ensure both parties have details of the key targets and objectives agreed the previous year
• Both parties should prepare for the appraisal by gathering the information necessary for a meaningful discussion to take place
• Manage the appraisal discussion so that both parties can effectively contribute
• Have balance and ensure that there are positives as well as any negatives
• Jointly agree key targets and associated objectives
• Following completion record and file appraisal documentation  
• Carry out agreed actions and monitor the employee’s performance on an on-going basis.

However, you shouldn’t;

• Treat it as a disciplinary meeting
• View appraisals in isolation
• Use them instead of performance management or disciplinary processes
• Rush them
• Just go through the motions’
• Be bias
• Be completely negative
• Skirt over or fail to deal with any conduct or capability issues.

We’ll take the time to understand your business and advise you on how best to protect it. Tailoring your appraisals to your company needs is important so it reflects your business and is individual for your employees.

We can come in and undertake your appraisals for you, or we can provide you with advice and guidance on how to conduct appraisals. We can also provide templates to assist you with this process.