Employee Performance Appraisal: Knowing How Productive Your People Are

You have spent time and resources hiring several employees and they work week in week out on the various job responsibilities they are required to handle. They probably do enough to just earn their pay but you want the best possible productivity levels in your business. Do you know just how productive your people are?

How often do you do checks to see how well they are doing at meeting targets and adding value to the organisation?

Conducting performance reviews is considered key to getting the best information on your workers’ productivity levels. However there may be several issues with having an employee performance appraisal system such as timing, purpose etc.

Below are five points to help any manager or employer conduct a more successful employee performance appraisal

What is Your Approach

For many HR managers their approach to a performance review is to send out forms which questions and boxes to be ticked. The problem with this style especially for companies with few workforce is that it doesn’t provide avenue for meaningful and long lasting feedback.

If your organisation is not one with a large number of employees you will do well to conduct face to face meetings with your employees and encourage them to tell you challenges and issues they have had at work in the past few months. Discuss how they have handled them and ways to improve on deficient areas. If at all you wish them to fill performance review forms the information should be unambigous and designed to draw out truthful information.

Your employees will walk away knowing exactly what to improve on.

Let Employees Take Control of The Review

When having your performance review discussions with your employees let them take control of their own review. Ask right questions to know their interest in improving themselves professionally. When you let your people be actively involved in reviewing their own performance they’ll more likely acknowledge their shortcomings and be eager to improve on them.

Make the Reviews Public

You can choose to via an internal memo let all the staff know what their various performance reviews are. However it will be better to make this information as brief and summarized as possible. You don’t want your employees going through pages of reviews of other people’s work. Rather give highlights of what each person did satisfactorily and highlight areas of needed improvement.

Management by Objectives

There are certainly a host of performance appraisal methods employers may use in evaluating the work of the staff. Management by Objectives (MBO) is unique and more straightforward especially for small and medium organizations. It involves simply setting clear objectives and goals, periodically evaluating the workers’ accomplishment of the set objectives and rewarding according to the results.

Provide Feedback

The review process should be a time of collaboration between you and the involved employee to determine how well he is doing his work and what possible challenges are. Provide feedback to the employee on issues you noticed and work with them to resolve these issues.

Ngcareers is Nigeria’s emerging recruitment website that connects employers with hundreds of thousands of professionals and career individuals. Click Here to Advertise Your Jobs

One Comment

  1. Leilani says:

    Thanks for any other fantastic article. Where else may anyone get that
    type of info in such an ideal means of writing? I’ve a presentation next week, and
    I’m at the look for such information.

Leave a Comment