Appraisal guides
Promote a performance culture with structured appraisals
When was the last time you formally appraised your staff? Did you keep records of
the meeting? Were your questions targeted solely on the key elements of the job
description? Providing staff with relevant and targeted feedback is critical to
ensuring that they perform to their highest ability. Structured appraisals act as
a reminder to the employee and the organisation as to what is important to each
job.
Organisations often neglect structured appraisals, opting instead for informal chats
or reprimands when poor behaviour occurs. This creates a culture where staff performance
is only discussed when performance is poor. This leads staff to believe that their
behavior in other areas is acceptable; the focus on improving performance is lost.
If your organisation wishes to promote the highest levels of performance from staff,
structured appraisals are a vital tool.
Conducting structured appraisals also avoids the problems associated with any personal
bias. The supervisor follows set questions to assess the employee's performance.
This ensures that the employee's performance, not the employee’s personality, is
assessed. Employees are given the feedback necessary to improve their performance
and the organisation has documents to support remuneration changes amongst the workforce.
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