A simple appraisal process enables both parties to feel a sense of accomplishment…
Managing employees’ performance reviews is an integral part of the work that all managers must undertake throughout the year.
When did you last conduct them? How did they go?
Performance reviews are as important as managing financial and other resources of the business, but do you treat them like this?
‘Just getting them done’ will not create the sense of accomplishment that either party is looking for and it’s vital to remember that an employee’s performance has a positive or negative impact on the growth of your business.
In their book ‘One page talent management’ Marc Effron and Miriam Ort believe that simple is best and that ‘by eliminating complexity and adding value, we help convince managers that these simple, easy-to-use practices will help them manage with very little effort’
Although the structure of a performance review is formal the process and content doesn’t have to be. A simple review is a balance between the complexity and value.
Keeping a performance review simple means that you spend more time communicating about the real issues rather than ploughing through a series of complicated questions or lengthy forms.
Use a simple appraisal form, keep the goals simple and focus on the vital few (we know that having too many goals leads to reduced effort on each one), set goals that are achievable, and ensure that these are followed up with frequent feedback on the progress.
Appraisals exist to improve business efficiency and profitability by ensuring individuals perform to the best of their ability and develop their potential. When your people are doing well your business will do well. There will be a sense of accomplishment for all parties.