Website design By BotEap.comIn numerous performance appraisal programs I’ve conducted, people in Human Resources (who are responsible for developing and implementing programs) and line managers (who actually do the reviews) are often confused about the procedures for reviewing performance. performance evaluation. Here are some frequently asked questions.

Website design By BotEap.comQuestions asked by HRD professionals:

Website design By BotEap.com1. What are the essential ingredients of an effective performance appraisal program?

Website design By BotEap.comA successful program must meet the following requirements:

• Fits the organization, rather than ‘one size fits all’.
• It must be communicated to everyone involved.
• It must be sold to those who will carry out the appraisals.
• Provides ongoing training and resources to managers.
• Set controls and rewards to enforce implementation.

Website design By BotEap.comtwo. Can I use someone else’s forms and procedures or do I have to develop a completely new program?

Website design By BotEap.comYou can certainly see what other organizations are doing in relation to performance reviews. However, I say adapt appropriately, not fully adopt. What works for a large financial institution may not work for a family business. Use other programs as a guide, not as a model. Get input from your line managers as well as employees regarding forms and procedures – they are the ones who will ultimately be the users.

Website design By BotEap.com3. Why do managers generally dislike performance appraisal programs?

Website design By BotEap.comMany managers are not convinced that the program is good or that positive results will be achieved. In addition, they are not properly trained to perform the reviews. They are hesitant to be honest for fear subordinates will resent it and believe that the review will be an unpleasant experience that could do more harm than good. (This may be correct if the program has not been planned and implemented correctly.)

Website design By BotEap.com4 How much training is required and how should it be done?

Website design By BotEap.comTraining should include three factors: basic human resource information, performance appraisal skills, and motivation to implement the program. Ideally, it should be done in several sessions spread out over a period of time with small groups for proper discussion and practice. Some of the key issues could be how to clarify what is expected; how to conduct an effective review; how to rate fairly, etc.

Website design By BotEap.comQuestions asked by line managers:

Website design By BotEap.com1. Why do most subordinates dislike performance reviews?

Website design By BotEap.comBecause it is often an unpleasant experience! Some common problems cited are:

• Expectations and results are unclear.
• Fear of not agreeing with the boss and that it will be carried out against him.
• Criticism is used more often than praise.
• Bosses get defensive when subordinates challenge them.
• The bosses are not prepared.

Website design By BotEap.comtwo. How can I be sure I am getting a fair appraisal?

Website design By BotEap.comFirst, ask others who are in a position to evaluate the person’s performance for information. Next, make sure that neither the ‘halo effect’ (a positive opinion of the individual) nor the ‘horns effect’ (a negative opinion of the person) influence the evaluation. Also make sure that the evaluation is not based only on the most recent events.

Website design By BotEap.com3. How can I get the person involved so I’m not the only one doing the talking?

Website design By BotEap.comTo encourage discussion during the review, you can ask questions like: What went well last year? What problems have you encountered? What are some key goals for the coming year? What areas do you want to improve or develop? How can I best help you achieve these goals?

Website design By BotEap.comFour. How should I end the review, especially if the person is not doing a good job?

Website design By BotEap.comAlways end on a positive note. First, thank the person for some specific good job done in the past year. By acknowledging achievements, you create the motivation to achieve even more. Then move on to the area that needs improvement. Say something like, “I’m glad we had a chance to talk about your performance and how we can work together to improve it. I’m sure we can achieve positive results together.”

Website design By BotEap.comDon’t just evaluate but increase performance.