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12PerformanceAppraisalBestPracticesHRDailyAdvisor

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12PerformanceAppraisalBestPractices
HRManagement
byStephenBruce,PhD,PHR
Sunday,April22nd,2012
Performanceappraisalsareperhapsthebestwaytonotonlyletyouremployeeknowhowshesdoing,butalsotoget
feedbackabouthowyourorganizationisdoing,whetheryouremployeesarecommittedtoyourgoals,andwhatyou
candotoimprovemorale.Aperformanceappraisalthatismutuallybeneficialtobothanemployeeandan
organizationrequiresaneffectivestrategyandstartswithpreparation.

OvertimePrimer
Thenewovertime
regulationsgointoeffect
thisyear.Areyouready?
Learnaboutkeychanges
andgetahandyflowchart
tohelpyoudetermine
exemptionstatusunderthe
FLSA.

Performanceappraisalsareperhapsthebestwaytonotonly
letyouremployeeknowhowshesdoing,butalsotoget
feedbackabouthowyourorganizationisdoing,whetheryour
employeesarecommittedtoyourgoals,andwhatyoucando
toimprovemorale.performanceappraisalsthataremutually
beneficialtoboththeemployeeandtheorganizationrequires
aneffectivestrategyandstartswithpreparation.
Itscrucialforyoutohaveasolidperformancereviewplanin
placefromstarttofinishsoyoucanavoidstress,engageyour
employees,andincreaseproductivity.InaBLRwebinartitled
StressFreePerformanceAppraisals:IncreaseProductivity,
EngageEmployees,andRetainTopTalent,Sharon
Armstrongoutlinedsomeperformanceappraisalbest
practicestohelpemployershonetheprocessandgetthemost
benefit.

12PerformanceAppraisalandPerformanceManagementBestPractices

1.ThinkofPerformanceManagementasanentiresystem,startingininterviewswithpotentialemployeesand
continuingthroughorientation,training,coachingandcounseling,andrecognizingpeakperformance.

2.Stopcommunicatingaboutperformanceappraisalsandperformancemanagementasifitismerelyanannual
event.Theonlyannualpartofitissalaryactionand/orfilingforms.Thinkoftheperformanceappraisalasan
ongoingworkplaceconversation.

3.Trainmanagersandemployeesongivingandreceivingpositiveandnegativefeedbackonanongoingbasis.

4.Holdmanagersaccountableforhavingongoingconversationsaroundworkandgoals.

5.Activelyseektoalignindividualgoalswithorganizationalgoals.

6.Encourageemployeeparticipationandownershipintheperformanceappraisalprocess.Createanenvironment
wheretogetherthemanagerandemployeecanquestion,challengeanddiscussgoalsandobjectivestogain
clarity.

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7.Usetheperformancemanagementsystem,Armstrongadvised,tolinkwiththeorganizationsvalues.&quotValues
shouldbereflectedintheorganizationscorecompetenciesandtheyshouldshowupininterviewingaswellasin
performanceappraisals.&quot

8.Linktheperformancemanagementsystemwithretention,development,andsuccessionplanninginitiatives.This
linkageexplainswhyspecificpeopleadvance.

9.Getsupportattheseniorlevel.&quotIfyoudonthavesupportattheseniorlevel,&quotArmstrongnoted,
&quotyourenotgoingtohavearobust,effectiveperformancemanagementsystem...ifyouwantaworldclass

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12PerformanceAppraisalBestPracticesHRDailyAdvisor

performancemanagementsystemthatreallydoesretaintalentandincreaseproductivity,youvegottogetthec
suiteonboardandtheyvegottotalkitandwalkit.&quot

10.Openlycommunicatetoallemployeeshowyourcompensationsystemworks.Ifmeritpoolsaverage2to3percent
annually,forexample,leteveryoneknowthis.Manageexpectationsaroundannualincreasestocontroltherumor
millandmisinformation.

11.Wherepossible,haveasecondlevelreviewofperformanceappraisals,eitherbyHRorsecondtiermanagement.

12.Understandthelegalpitfallsassociatedwithperformancemanagement,suchaspenalizingemployeesfortaking
legallyprotectedleave(e.g.,FMLAleave),andallowingunlawfulbiastoinfectperformanceappraisals.

SharonArmstronghasmorethan20yearsofexperienceasahumanresourcesconsultant,trainer,andcareer
counselor.Sincelaunchingherownconsultingbusinessin1998,SharonArmstrongandAssociates,shehas
consultedwithmanylargecorporations,smallbusinesses,andindividuals.

Tags:feedbackPerformancePerformanceappraisalsSharonArmstrong

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thissoundagreatexperiencefocusedonapracticalviewperformingappraisalsareimportantandmotivational.
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3.Pingback:Feedbacktechniquesthatwillmakeyouremployeeslisten

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