Overview – Performance appraisals
Performance appraisals (or employee appraisals) are an essential tool for managing performance. They provide clarity about what is required for success in a role as defined by the ‘what’ (KPIs and objectives) and the ‘how’ (behaviours). They enable leaders to track employees’ performance and identify career development opportunities during regularly held, one-to-one discussions.
Performance appraisals are also a valuable communication tactic enabling leaders to:
– Give employees a line of sight between their objectives and those of the organisation.
– Embed the organisation’s values system by articulating what those values mean in the context of the employee’s job, and setting KPIs around that.
– Reinforce positive behaviours and identify the support required to enable individuals to achieve their potential as well as their KPIs.
This tactic is useful for:
✓ Communicating the standards and expectations that underpin high performance in employees’ roles.
✓ Making the connection for employees between their goals and objectives, and those of the organisation.
✓ Giving meaning to the organisation’s values system by setting KPIs for desired behaviours.
✓ Recognising and rewarding positive behaviours to reinforce messages about what drives success in the organisation.
Things to consider:
⇒ Determine the performance standards required for each process that the employee is responsible for and establish agreed KPIs to achieve those standards.
⇒ Make the linkage between those KPIs and the organisation’s annual objectives, both in terms of numerical targets and flow chart.
⇒ Publish a dashboard and run regular features on the intranet or in newsletters tracking the performance of the organisation’s key indicators. These may include the company share price and customer-satisfaction ratings. This helps leaders focus employee attention on areas where there are performance shortfalls or gaps.
⇒ Discuss with the employee what the organisation’s values mean in the context of their role. Agree on desired behaviours and KPIs.
⇒ Hold regular one-to-one discussions as part of the performance appraisal cycle. Provide frequent and timely feedback about individual progress against expectations and goals.
Create a simple flow chart to help employees visually connect their objectives to those of the organisation. Making this connection gives employees a greater sense of purpose because they have a line of sight between what they do and the organisation’s overarching purpose. A simple flow chart can also help employees establish the connection between their required behaviours and actions, and the organisation’s values system.
Category: Face to Face