Good, as we said in previous articles that performance appraisal is a very important activity for every company to implement in reviewing the performance of its employees. This performance appraisal aims to ensure that employees have successfully met their work qualifications. That is, evaluate their performance for a certain number of months and see their progress. Are employees increasingly developing themselves with improved work performance or even vice versa? Are contributions made by employees relevant to company goals?
Performance appraisal must be done with two-way communication . Although the title is “assessment”, it does not mean that only employees are valued by their leaders and other management teams. Performance appraisals also allow employees to express complaints, concerns, and difficulties they face while working and contributing within the company. That way, the leader also knows what things are a serious obstacle for his employees and they can understand what actions are right to help solve the existing problems. Because performance appraisals are conducted in two directions, many companies change the term “performance appraisal” to “performance discussion”.
In this case, the word “valuation” is considered very rigid and quite scary for employees. The word assessment also gives the impression that the employee will be tried by the leader when the performance appraisal activities take place .
Then, what is an effective performance evaluation like? Effective performance appraisal must align employee development and professional growth with the business we have. Why do we need to focus on developing employees?
Because when we focus on developing employees in performance appraisals, this will make employees more motivated. In general, employees or workers will become more productive and motivated when they better understand the role of their contribution in achieving the goals and targets set by the company.
Employee development will also convince employees that company leaders not only regard them as an employee in their company, but more than that. Leaders show their concern for employees because they care about their current and future self-development. Therefore, this performance appraisal process can be one of the right ways to strengthen the relationship between leaders and employees through open communication in relaxed performance discussions.
In this article, we will discuss more about what things need to be done and need to be avoided from employee performance appraisal. According to Primepay, there are 7 important things that we must apply and 5 things that must be avoided from employee performance appraisal. All of the points below aim to maximize the process of evaluating employee performance effectively.
Do the 7 Important Things below
The following are the best practices for evaluating employee performance.
1. Perform Performance Appraisals based on Performance Standards Owned by the Company.
In this case, company leaders need to set mature and appropriate performance standards. It is not enough to end there, we also need to ensure that employees understand the performance standards to be evaluated. For example, how many new clients do employees contact by phone? How many product sales were successfully done by employees? How many customers like employee performance so that they are very satisfied with the products and services of our business?
Clear performance standards will help employees to be able to measure their own performance and discuss it directly with their leaders during performance appraisals. In this process, both leaders and employees alike can evaluate employee performance based on applicable performance standards.
2. Submitting Performance Appraisals with Transparency and Honesty.
A good performance appraisal is always delivered with honesty without covering up anything. Honesty may be painful, but in this case the leader must convince his employees that the honesty that is conveyed is nothing but for the employee’s own good. Honest assessment is useful for employee development in the present and in the future.
3. Perform Performance Appraisal by Expressing Strength or Good Performance and the Reasons.
Because performance appraisal aims to harmonize employee development and business orientation of the company, we are not asked to always emphasize criticism of employee shortcomings. No one likes to always be criticized for their shortcomings, but try to try to help them get out or minimize their shortcomings.
In this case, we need to focus on delivering strengths or good performance possessed by an employee. Don’t forget to tell them about the reasons why these contributions can be said as good performance. So, they can maintain it and provide other good performance.
4. Perform Performance Appraisal by Asking for Comments, Views and Thoughts from Employees.
As we said at the beginning of this article, we need to make performance appraisal a light discussion. Performance appraisal is not just to assess employee performance so that they feel they are being judged or judged by the company, but employees are also given a hand to be able to speak by giving comments, views, bright ideas, maybe even feedback to the company. That way, leaders will understand what have been the complaints and obstacles for their employees.
5. Perform a Performance Assessment by Documenting All Points Discussed.
This is one thing we should never forget. When we document all the points raised in the performance appraisal, it is the same as helping to make accurate feedback for the next performance appraisal. If we don’t have proper and neat documentation, then how can leaders help their employees in the process of personal development?
In addition, documentation or records from performance appraisals can also help companies to take serious actions in the future. This can be a reference for leaders to assess disciplinary action, termination of employment (layoffs) and giving bonuses to employees.
6. Conduct Performance Appraisal by Asking Employees to Analyze and Evaluate Their Performance Personally.
Yep! same as we said before that performance appraisal will be better if it is made like a performance discussion. So, this discussion is not only about the performance appraisal delivered by the leader to his employees. Through existing performance standards, employees can also assess and measure their own performance, and participate in discussing this with their leaders.
7. At the end of the Performance Assessment, Discuss the Next Employee Action Plan.
Before we end the performance appraisal, don’t forget to help employees plan what steps and contributions employees will make in the future. That way, employees will know that the leader will always support their next steps. This discussion will help employees to improve their performance and encourage employees to contribute their ideas about how to achieve the performance goals expected by the company.
Avoid 5 Important Things below
The following are things to avoid when evaluating employee performance.
1. Avoid Delays in Directly Discussing Performance Appraisals.
The first thing we must avoid is to delay the performance discussion, so that it does not directly address the core topic. The problem is, this will only waste time. When an employee gets a performance appraisal schedule. Automatically, they know what will be discussed with the leader. So, we don’t need to delay this topic.
2. Avoid criticizing employee personality and trying to change it.
The main purpose of performance appraisal is to align employee development with the company’s business orientation. The things we need to discuss are about their performance at work, not the personality of the employees themselves. Therefore, we must not criticize their personalities or try to change them because it is not our right and is not the main focus of performance appraisal.
3. No Need to Avoid Difficult Discussions.
In the previous section, we stated that performance appraisals must be submitted honestly. So, we don’t need to stay away from topics that are difficult to discuss with employees. If it’s important to say, then we don’t need to avoid it.
4. Avoid closed or rhetorical questions.
Questions like this should be avoided in performance appraisal because this will only make the discussion more awkward.
5. Avoid words of threat to employees.
This fifth point is clearly to be avoided because the presence of a leader is to help employee development, not to threaten them with words or actions.