Top Tips for Performance Appraisals

Dec 22, 2014

By AMA Staff

You would be hard-pressed to find someone who looks forward to performance appraisals in their organization. Performance appraisals are an intimidating experience for both those giving and receiving feedback, but AMA is here to help. This article is dedicated to providing you with all the resources you need to ensure the review process goes smoothly, and that you can establish excellent relationships within your organization.

It is important to keep in mind that performance should not only be evaluated at the time of the review, but rather should be an ongoing process with constant, real-time feedback. This post offers tips for three important time periods: Before, during, and after the review.

Before the Performance Appraisal

A common misconception of the performance appraisal process is the idea that there are only one or two formal times to address behavior issues, performance problems, or even share positive results. Giving feedback is a full-time job of a manager, and these articles can provide guidance on even the most difficult situations:

During the Performance Appraisal This portion of the process is the actual conversation between manager and employee. This is where the majority of feedback is relayed. Essentially, the “magic” happens during this stage. Creating a positive environment in which the discussion can take place helps make this conversation as painless as possible. A manager’s priority should be establishing the current level of performance and having a constructive discussion to improve results going forward. These resources can assist you when it is time to have that talk.

After the Performance Appraisal

The final stage is ensuring that the message was received by both parties, and that there are reasonable, actionable steps to take so that all goals are met. For the manager, this means setting effective goals, forging a stronger relationship between you and your employee, and providing timely feedback going forward. For an employee, this means not being afraid to ask for feedback and discussing potential problems before they materialize. Use these tools to establish a firm line of communication and make next year’s performance review better than this one.

Use these tools to your advantage when approaching your performance appraisal. Whether you are providing or receiving feedback, a successful appraisal can keep your relationships strong, regardless of the news being delivered. Ultimately, achieving the highest level of productivity and proficiency should be the goal, and a great review is a step in the right direction.

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