Company – Parle Agro Pvt.Ltd.
Learning from our meeting –
After our discussion I learnt that performance appraisal process provides an opportunity for introducing organizational
change. It facilitates the process of change in the organizational culture. The
interactive sessions between the management and the employees, the mutual goal
setting and the efforts towards the career development of the employees help the organization to become a
learning organization. Conducting performance appraisals on a regular basis
helps it to become an ongoing part of everyday practice and helps employees to
take the responsibility of their work and boosts their professional
development.
It is an opportunity for an organizational
culture shift-
- Performance appraisal process
focuses on the goal setting approach throughout the organization.
- Performance appraisal helps the
clarity and understanding of the roles and responsibilities of the employees.
- The performance appraisal
processes have the potential positive effects on recruitment
- It increases organizational
effectiveness i.e. what to do and how to do through a formal and
structured approach.
10 things or tips for
effective Performance Appraisal-
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Well-written
performance appraisals are among the most effective tools for managing by
objective and for developing people. Use these 10 Tips for Effective Performance Appraisals to
significantly increase your team's effectiveness and perceived value within
your organization.
- Increase
your employees' comfort level with performance appraisals.At the beginning of each
review period, explain the appraisal process, rating system, and
appraisal form to your employees. Agree on performance objectives and
measurements for the upcoming review period.
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- Take
full advantage of performance appraisals. Start thinking about appraisals as an
opportunity to increase the efficiency and effectiveness of your team.
Use them to:
- Clarify team and individual
responsibilities and priorities so that everyone stays focused on
activities that produce desired results.
- Summarize continuing
on-the-job discussions to reinforce their significance.
- Document performance of the
entire review period; recognize team and individual accomplishments and
contributions.
- Measure performance based on
mutually understood, job-relevant criteria.
- Identify and suggest actions
to improve results.
- Appraise each individual's
potential for more responsibility.
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- In
addition to keeping your own records, encourage your employees to keep
ongoing records: updates to team and
individual objectives when Company objectives change, progress reports,
commendations, descriptions of results achieved with special
assignments, documentation of ongoing coaching discussions and of
feedback from other business areas.
Having the employee's input will let you know what the employee
considers important (that is, how well you are communicating priorities)
and will help ensure an accurate, fair appraisal.
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- Use
examples, facts, and accomplishments drawn from these ongoing records to
present a factual, complete summary of employees' results. Specific wording keeps
employees focused on objectives, proves ratings, and gives employees
something concrete to "latch on to" to improve or maintain
performance. Finally, specific, accurate wording protects the Company in
the unlikely event of legal proceedings.
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- Use
objective (factual) wording so that you concentrate on observed
behaviors rather than on personality traits or "attitude." Instead of "Laura
has a bad attitude," write, "Laura's customer interactions
meet two of Customer Service's 'Five Criteria for Excellence.'
Improvement areas are 'focus,' 'courtesy,' and 'listening.'"
Use objective wording to write credible performance appraisals that
reinforce desired behaviors.
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- Help
employees achieve their full potential through recognition and
encouragement. Use constructive
wording to cite accomplishments and suggest improvements. Be thorough
and honest, but be careful to consider the effect of negatively worded
comments on employees. Comment on only a few development areas: those that are critical to your
team's success and those that you have discussed previously with the
employee. Translate those areas into improvement suggestions.
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- Use
benefit wording to reinforce desired behavior and motivate employees. Remind your employees
and your next level manager of the value and significance of your
employees' actions.
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- Use
performance appraisals to summarize the year's performance and your
discussions with your employees, not to introduce development areas for
the first time. Include no
"surprises." Feedback to an employee has its most significant
impact immediately after a specific behavior has occurred. Always deal
at once with unsatisfactory performance, especially serious conduct
violations.
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- When
writing action plans for development needs:
- Keep an immediate or
short-term focus.
- Link the plan and any
training you recommend to team business objectives.
- Write clearly stated and
task-related action plans.
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- Avoid
picayune comments that trivialize the whole appraisal. Keep the performance
appraisal focused on significant accomplishments and critical
improvement areas that are tied to your team's business objectives.
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Increase
motivation to perform effectively
