Performance appraisals are an opportunity for employers and employees to have a dialogue on past achievements and future development plans.
Using specific performance management tools such as the employee performance plan to include the necessary competencies and behaviors, performance criteria and the expected outcomes, can help avoid bias. Moreover, it leads to employee appraisals that are based on data and reflect on actual accomplishments and progress.
We use ratings in our daily lives more often than you might expect. We look to Yelp for restaurant ratings, to Rotten Tomatoes for movie ratings; we can even find ratings on medical doctors and university professors. We ask people to rate our seminars and training events. Everywhere, ratings have snuck into decision-making processes in our everyday lives.
One of the most important communication skills each manager or team leader should possess is the ability to give and receive feedback, especially negative feedback.
We are all witnessing how today’s business environment is becoming increasingly challenging and complex, causing managers to reach out and develop tools to support their organizational performance.
Nowadays, the performance assessment meeting represents a common practice that is, no longer, an uncomfortable event for either the employer, or the employee. Now that each party is familiar with this activity, the next arising matter regards how often should it be conducted? The frequency rate must take into consideration aspects that will enhance employee performance and also favor company and leaders’ resources.