How to Give a Fair Performance Review
Times of high unemployment often lead many organizations to use forced performance ranking as a tool in employee downsizing. Not surprisingly, this causes low morale and reduced productivity. It also reduces the effectiveness of the performance appraisal process and leads to stress. Employees deserve an honest and open appraisal process. The organization will function better and employee morale will be higher if you adhere to a few principles that will ease the performance appraisal process. Key to this is providing continuous feedback throughout the year and setting appropriate expectations.
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Instructions
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Set specific measurable performance objectives early in the year. Ensure that objectives tie into the organization's strategic objectives, and that they comply with the law. Be sure to build stretch goals into the objectives, and that the employees understand that meeting the stretch goals can ensure a higher performance rating. Have employees sign their objectives.
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Explain the performance appraisal process to all employees in a public organizational meeting. Go over the organization's strategic objectives and the time frame for doing appraisals. Encourage employees to discuss the process and to ask questions.
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Use a standard appraisal form for all employees. Include performance objectives and performance against the objectives. There should be a rating system that has been explained early in the year and adhered to. Make very specific comments and suggestions for improvement and back up any negative comments with documentation. Do your homework and make notes throughout the appraisal period on each employee's performance.
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Schedule and conduct the performance appraisal meeting. The employee should be allowed time to read through the written appraisal. Go through each item with the employee and solicit feedback and questions. Be prepared to answer honestly and openly. Focus on performance not personality. Agree on an action plan to correct any performance issues. Update the appraisal and have the employee sign the final document.
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Tips & Warnings
Hold regular brief informal appraisals with each employee throughout the year, especially if they are not performing well. There should be no surprises during the performance review.
