Many organisations choose to carry out their annual appraisals as the year draws to a close. This involves evaluating the performance of employees over the past year and providing feedback and guidance for their future development. It can be a valuable and essential tool for both employees and employers to foster growth, improve productivity, and ensure alignment with organisational goals.
Employee appraisals should be a two-way conversation between line managers and employees. Employees should be encouraged to share their own goals, request support and training and raise any concerns they may have. The review should be structured in a way that encourages open discussion. Employees should be given sufficient time to prepare. This includes giving them reasonable notice of when their appraisal is set to take place and supplying them with copies of any forms or criteria which will be used to evaluate them.
If an employee has not been performing up to required standards, their annual appraisal should not be the first time they are made aware of this. Employees should be provided with regular feedback by their line managers throughout the year so that there are no surprises when it is time for their annual appraisal.
Conducting effective performance appraisals requires several skills such as:
- Active listening
- Asking open ended questions
- Communicating constructive criticism
Our specialist HR Advisory team advises clients on effective appraisal processes to ensure they are of benefit to all. To discuss your own circumstances, please get in touch with HR Consultant Brian Lenehan E: brianlenehan@bakertillymm.co.uk T: 028 9032 3466.