Performance Appraisal

Definition: “Performance appraisal (PA), also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated.  Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.” 

Source Reference:  Wikipedia

Best Practices of Performance Appraisals

• Are conducted regularly (i.e. quarterly)

• Are conversational and the information should never be a surprise to the employee

• Are focused on acknowledging what the employee is doing well and plans development opportunities to support the employee’s progress within the organization

RESULTS:  IT’S GOOD BUSINESS!

The leader’s coaching behavior supports improved appraisal conversations, reduces/eliminates time on ‘managing’ the employee’s behavior, and increases employee engagement with the business. 

The Leader’s Coaching Behavior

Definition: “Extending traditional training methods to include focus on (1) an individual’s needs and accomplishments, (2) close observation, and (3) impartial and non-judgmental feedback on performance”.

Reference source:  www.businessdictionary.com/definition/coaching.html

Coaching is both present day and future focused.  Achievable goals are established with the employee, and the manager/leader supports the employee by helping to identify the gaps to successful completion of the goals.  Identifying and addressing gaps includes, but is not limited to:

• Removing barriers (providing resources and/or identifying training for skills gaps)

• Networking/connecting the employee to others who can support the goals

Sometimes the employee may need coaching support that is beyond the leader’s scope, capability, or is a conflict of interest or boundary issue.  A qualified (certified) external coach is contracted to support the employee with goals that may be linked to acquiring a specific skill or behavior change that is developmental in nature. 

The Annual Performance Appraisal

Organizational policy will state that each employee should have an annual performance appraisal and describes the process for conducting the appraisal, the form to be used, and typically, salary or wage increases are discussed and determined as a result of this annual process.  The annual appraisal is an opportunity to:

• Look back at the employee’s accomplishments relative to the established and agreed-upon goals

• Look forward to the year ahead, co-create new goals, and identify learning and development that will support the achievement of the goals

• Continue to ask the employee for feedback that helps the business to be innovative and effective

• Increase the strength of the employee-employer/supervisor relationship, and

• Award performance within the compensation framework

There should not be any unwelcome surprises in this conversation and past issues, if even remarked upon, would be ONLY in the context of how those situations were overcome and learnings applied to success. 

IMPORTANT:  Failure by the employer to complete the annual performance appraisal with the employee is a risk for the business in the event the employer terminates the employee.