The appraisal period is a crucial time for any organisation. It is the time to reflect and bring new changes to the company. It can be a daunting and stressful time for several employees especially freshers who might not have much experience with it.
Appraisal is the assessment of an employee's performance and their achievements, strengths, and contribution towards the growth of the company. The main purpose is to evaluate the performance against the expectations, set future goals, and provide guidance for career development.
It is a face-to-face meeting or a formal discussion between the employee and the managers or supervisors regarding the performance and contribution of the employee over a certain period. Generally, companies arrange performance review meetings annually or biannually.
The meeting serves as a medium to provide feedback to the employee and share about their strengths and areas of improvement. It also allows both sides to communicate, set goals, and address any challenges or concerns.
Here are some tips to guide you through the appraisal period and achieve a successful performance review meeting.
Make sure you have everything you need for the meeting. Collect all the necessary employee performance data and review it thoroughly. Keep track of their objectives, issues, and client feedback.
Have a straightforward approach, focus on strengths and weaknesses, and provide clear and concise details. Be objective and use clear facts and analytics to support your evaluations. Do not focus on unnecessary facts and general data.
Ensure employee participation and maintain a dialogue rather than a monologue. The meeting should serve as a medium for both parties to share their thoughts and concerns freely.
The meeting should boost the employee's morale and motivate them to pursue excellence. Ensure that you are acknowledging the work efforts and achievements and encourage positive reinforcement.
Be constructive when discussing areas of improvement while also being respectful and supportive. Focus on providing suggestions to improve rather than blame.
Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals and ensure that they match the company's identity and objectives and employee's career targets.
Schedule regular follow-ups to ensure clarity on goals and future aspirations and be ready to guide the employee through any issues. Be open to communicating and providing feedback.
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