Things to Consider When Conducting Employee Appraisals

Many companies hold director and employee appraisals at least once a year; these appraisals help to know where each individual is at in terms of work, attitude and general feeling about the company performance and their place within the greater scheme of things. Employee appraisals are a delicate process and supervisors or managers need to know how to conduct them to get the best out of the process.

Employee appraisals afford the managers and employees to effectively determine where the person is doing well and where there is room for improvement. The evaluations also help to determine which employees should be considered for increases and promotions.

Toronto office space

Photo Credits: http://www.flickr.com/photos/usfwssoutheast/5726653214/

Tips for Conducting Employee Appraisals

There are many factors to be considered when conducting an employee appraisal such as:

  • Level of job performance: It’s become standard practice with employee appraisals to implement a scoring system and the staff member is rated on their general work performance. Based on the scoring system, if there is a problem, the idea is provide constructive criticism as a means to promote positivity within the employee. People relate positively to constructive criticism.
  • Ability to take direction with ease, listen and carry out instructions: This point makes on think of a child. They hear you, but do they listen to you? Employee appraisals are fundamentally about this very point. So many employees hear their bosses, but don’t actually listen to the instructions so the work doesn’t get done. This will be evident in the employee’s work. If supervisors find this happening as a recurring theme, the employee appraisal will often include a warning.
  • General attitude towards work: Companies are a pot of mixed personalities so it stands to reason some people are not going to get along. However, the ones with good natures and stand out for their positive nature should be made aware – in their employee appraisals – of their contribution that they make and what their great nature brings to the team. Those who struggle with a more positive nature should be given positive encouragement to improve.
  • Interaction with co-workers and clients: Does the employee get on with co-workers. Unhappy co-workers make for an unhappy environment, so it’s important that any staff member who struggles with a positive attitude be reminded of the importance of working in a team and promoting a good vibe across the board. Employee appraisals are the perfect platform to remind employees that their position is more than just doing work, it’s interaction with colleagues and creating a comfortable environment for one another to work in.
  • Company interest level: Tardiness and constant leave days indicate a lack of dedication to the company and the employee’s position. During the employee appraisal it’s a good time for the employee to indicate if it’s because the staff member is just not interested in the company, or maybe it has to do with the company nature. Naturally it’s important for companies to hire individuals who are passionate about the company product but it has to be part of the company’s ethos to also impart positivity and support for employees.

Each of these points give a good idea of where employees are at in terms of dedication, interest and desire to move up in the company; sometimes employee appraisals don’t go well, but as a rule it is up to the supervisor or manager to dedicate a positive and boosting approach to employees who may have slipped briefly. If employee appraisals are consistently negative and the process is energy draining each time, there is always room for improvement from both the employee and employer sides.

Vida Denning is a freelance writer who enjoys writing on business, Forex and sunny holidays. Her last employee appraisal was working a long-term contract in Toronto office space. It can be unnerving.

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