Performance appraisal intimidates lots of managers. The forms, the interview, the potential confrontation and the time involved all cause at least some minor anxiety. But there's another, more effective way of doing it. Performance not Politeness. Formal performance appraisal systems often ask managers to comment or rate all sorts of things that are not only difficult to judge, but have little or nothing to do with performance: demeanour, presentation, co-operation, initiative, attitude, to maintain a few. Performance appraisal should be about performance and nothing else - the results that the employee achieves on the job. Performance and Behaviour. There are many definitions of these words. The best I've found is this: "Performance is what you leave behind. Behaviour is what you take with you." Managers often allow employee behaviour to interfere with evaluation of their performance. When this happens, "good" behaviour often masks poor performance and "poor" behaviour overrides good performance. You're measuring the performance; not the performer. Clear Performance Standards. Without clear performance standards, you can't measure performance effectively. If you don't tell your employees exactly what you want, how can you measure whether they provide it? When you state performance standards precisely, employees are far more likely to meet them. You Get What You Expect Expect the best. Explain to employees exactly what you mean by "best" and how you'll measure it. Create systems to enable them to attain "best". Do that and you'll probably get "best" or close to it. Fail to do it and you'll be lucky to get third best. That's what employees will believe you expect. Appraisal Daily. The performance of employees should be measured at least weekly and preferably daily. This is simple, precise and fast when you have clear, measurable performance standards. If your standards are clear enough and your systems are sound enough, your employees will know how well they're doing long before you do. Imagine that! Stay Informed and Prepared. Good systems and clear performance standards are the cornerstones of superior staff performance. With these in place, you'll have ready access to the information you need to decide "how well they're doing". If a formal interview is necessary, you and the employee will both have plenty of time and be well prepared. Conclusion. There's no need to complete a form in order to undertake a successful performance appraisal. In fact, filling in elaborate appraisal forms is likely to hinder rather than help successful appraisal. Make employee performance a daily concern. And expect the best.
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