HOMEBiggest Misconception About Performance APPRAISALS
One of the biggest misconceptions about performance APPRAISALS is that it will improve workplace performance on its own. It doesn't. It only "works" to reach the goals of the organization if it is part of a complete performance management SYSTEM.
Simply put appraisals only work as part of a complete performance management system.
To provide you with an understanding of how all the puzzle pieces fit together to create a powerful system to improve workplace productivity, and improve employee engagement, we have separate explanations of each part of the system.
If you would like a summary of each of the components, we've created some performance management "Learnbytes" to help you execute each of the important parts.
Meet Mike and Jessica - One Going To Performance Review Hell. The Other, NotA case study that contrasts two methods of doing employee reviews; one works, one doesn't.
Performance Planning - The Building Foundation For Effective Performance Reviews When you develop a shared understanding (manager and employee) about how the employee can and is expected to contribute, the whole process of improving performance becomes easy. Here's how.
Ongoing Communication Through The Year The Key To Removing Discomfort From ReviewsThe rule with performance reviews is that there should never be any surprises when employee and manager sit down to do a yearly (or any frequency) review. How? It's ongoing communication all year long, and you'd be surprised how little time it takes.
Observing and Documenting Employee PerformanceSometimes it's important to observe first hand, either the job performance, or the results created by an employee, and keep track of what's working and what's not. After all, you need to know what's going on to fix issues.
Observing and Documenting Employee Performance Need Not Be Time Consuming
The Review MeetingRelying on the review meeting for anything more than a sum up of performance is a mistake. By the time you get to it (if you only do it once a year) it's too late to work to fix the problem.
Diagnosing Performance ProblemsYou'd be amazed how often managers actually mis-diagnose the reasons why an employee may be performing at a level less than desirable. Mostly, it's because a lot of managers don't understand the realities of workplace performance. Once you know it, you'll "get it".