Why do you carry out appraisals with your staff ? Is it because you are told to by HR ?
If that is the case then you are not alone. It is regarded by some managers as a waste of time and a pointless paper exercise.
HOWEVER, it doesn’t have to be like that.
There are many benefits –
1) For YOU (the manager)
- Exchange of views away from normal pressures of work
- Identification of issues before they become problems
- Better understanding of individual capabilities and aspirations
- An opportunity to motivate!
2) For YOUR ORGANISATION
- A structured way of identifying and assessing potential
- Aligns organisation goals with individual objectives
- Aids in succession planning
- A method of personnel development and continuous improvement
3) For YOUR STAFF (individual being appraised).
- Learning their role within the organisation
- Learning how their performance is perceived.
- Gaining a deeper understanding of their own strengths and weaknesses.
- Having an opportunity to raise problems and ask questions.
Properly done appraisals can be extremely valuable, as demonstrated above but how do you make sure that it is done properly?
The following is a five stage approach that will enable you to get the best from your performance appraisals.