- Every employee needs to know how he / she is doing, what he / she can do better and how he / she can develop.
- Every individual should receive on-going feedback during the year and a formal, written appraisal once a year. The annual appraisal should reflect feedback given during the year – there should be no surprises!
- All performance discussions should be open and two-way.
- Where performance issues are addressed during the year, notes should be taken of the specific issue, and agreed actions and timeframes.
Performance appraisal discussion should cover both:
- Performance review:
- what has been achieved, how it has been done and
- Career discussion:
- what are the strengths and development needs?
- What career options does the individual have?
The appraiser should:
- Acknowledge the self-appraisal and congratulate the employee for his/her accomplishments
- Acknowledge areas of agreement
- Discuss areas of disagreement
If there is a performance issue:
- Focus on specific performance problems.
- Get the employee to agree there is a problem and that it is his/her responsibility to correct the performance.
- Use a problem-solving approach with the employee.
- Document agreements appropriately
- Hold the employee accountable for following through on the plan to correct performance.
The appraise should:
- Go through the Appraisal form thoroughly before filling it.
- Seek clarifications from the appraiser or HR incase of any difficulties.
- Fix a date and time with the appraiser for the review discussion.
- Ensure that the review discussion is held on time.
- Be open and frank in stating his / her views / concerns before the appraiser.
- Seek first to understand, and then be understood. The best way is to ask for data in support of the feedback.
- Identify areas of development with the appraiser.
- Seek guidance and feedback from the appraiser.