Appraisals – Tick box exercise or adding value?

I am often asked about how to implement appraisal systems within businesses however how can you ensure you get value from this process rather than it becoming a tick box exercise.

Firstly, it’s worth remembering that a performance appraisal is a two way process between employee and Manager. I always say if an appraisal is an annual event there should be no shocks and surprises as performance issues should not be deferred until a once a year event to address.

There are a few key elements of any appraisal to make sure both parties get benefit from this process.

1) Performance against targets

To be successful in any business its important that your employees have a clear understand of your expectations of them and so have clear KPIs and targets so you can measure those who are performing well and those who are not.

2) Two way feedback

This is the opportunity for the Manager to feedback on how they feel an employee has performed but also the employees opportunity to feedback on where they feel they need more help and support or where they feel they excel.

3) Recognition

We often forget to give the employees who consistently perform well the recognition and a simple thank you for their contribution. Also recognise where performance is improving.

4) Agreement

With any good appraisal system both parties should reach an agreement to the assessment of performance, and if applicable, scores being offered.

5) Action Plan

An appraisal is an opportunity to reflect but more importantly focus on the future and what can be achieved in the 12 months to come. Setting a clear action plan for improvement or development gives a positive, focused outcome to the process.

It is worth mentioning that as appraisals are generally undertaken by line managers rather than HR professionals there is an investment in making sure your managers have the rights skills and experience to undertake these. We often run workshops with managers to give them coaching and guidance on getting the most from this process and how to be effective in running these meetings.

A focused and motivated workforce is, after all, a much more rewarding outcome!

Author – Sarah Birkenshaw
Date – 03/2015

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