Performance appraisals are very useful tool to determine how
effective an employee is at work. These appraisals usually happen once a
year, but in recent times, companies have been putting into effect
evaluations every three months or six months. As such, the need to
interact with the staff more becomes even more necessary. While this may
be a very taxing job for a manager, it would lend a more credible
evaluation of the employees. This means that the appraisal will paint a
more accurate picture of the performance of the employee.
The
interaction part is just part of the entire appraisal process. What's
even more dreadful at times is the actual writing of the appraisal. With
a handful of employees, this should not be a problem, but more than
five can be a daunting task. Managers make the mistake of making the
appraisal a little too generic, and as such, it becomes inaccurate. The
problem is not so much of lack of interaction with the employees, but
more of difficulty in writing the appraisal report. In situations like
this, managers need to know the phrases for performance appraisals.
There is a huge list of phrases to use to evaluate the employees and if managers are familiar with even just half of them, they can end up writing some of the most effective and accurate performance appraisals. While the list of phrases is long, they share several characteristics - specific, behavior-centred, objective, and performance-focused, among other things.
Writing a very general appraisal report can be detrimental to the organization in general, and to the employee in particular. This is because the evaluation is not able to capture the actual performance of the employee. This will not sit well with the employee in question and may even be disputed. The last thing that managers need is to have the issue escalated to the upper management, hence, defeating the purpose of the entire evaluation process.
This problem can be avoided if managers use effective phrases for performance appraisals. We already know what these phrases have in common, now we get to the specifics. These phrases are as specific as they come and do not focus on the character, but rather on the behavior of the employee as he or she goes on to do her daily tasks and functions.
An example of an appraisal is: "(Name of employee) failed to complete five of the six projects in the agreed due date, which resulted in a $1000 loss to the department". In this situation, the employee will be made aware of his or her weaknesses and strengths. With specific situations being mentioned, it would be much easier to have the facts checked by other parties.
Performance appraisal becomes effective when there is less subjectivity in the words and phrases used. A specific evaluation avoids possible disputes and can even help the organization re-define job functions and criteria for evaluation. This also helps adjust and manage expectations so that employees do not end up failing in criteria deemed to be immeasurable or unreachable.
There is a huge list of phrases to use to evaluate the employees and if managers are familiar with even just half of them, they can end up writing some of the most effective and accurate performance appraisals. While the list of phrases is long, they share several characteristics - specific, behavior-centred, objective, and performance-focused, among other things.
Writing a very general appraisal report can be detrimental to the organization in general, and to the employee in particular. This is because the evaluation is not able to capture the actual performance of the employee. This will not sit well with the employee in question and may even be disputed. The last thing that managers need is to have the issue escalated to the upper management, hence, defeating the purpose of the entire evaluation process.
This problem can be avoided if managers use effective phrases for performance appraisals. We already know what these phrases have in common, now we get to the specifics. These phrases are as specific as they come and do not focus on the character, but rather on the behavior of the employee as he or she goes on to do her daily tasks and functions.
An example of an appraisal is: "(Name of employee) failed to complete five of the six projects in the agreed due date, which resulted in a $1000 loss to the department". In this situation, the employee will be made aware of his or her weaknesses and strengths. With specific situations being mentioned, it would be much easier to have the facts checked by other parties.
Performance appraisal becomes effective when there is less subjectivity in the words and phrases used. A specific evaluation avoids possible disputes and can even help the organization re-define job functions and criteria for evaluation. This also helps adjust and manage expectations so that employees do not end up failing in criteria deemed to be immeasurable or unreachable.
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