Optimize Work Performance Appraisals

Optimizing the appraisal process leads to long-term benefits for the employee, supervisor and the organization.

Optimizing work performance appraisals requires attention to setting goals and objectives, and initiating the appraisal process in the organization. Effective appraisals improve employee performance and enhance motivation. Employees want to feel valued and know that they make a significant contribution to the success of the organization. Optimizing the appraisal process leads to long-term benefits for the employee, supervisor and the organization. To optimize the work appraisal process supervisors must be actively involved, providing ample opportunity to acknowledge success, address deficiencies, and support employee development.

Instructions

Set Goals and Objectives

1. List each specific job responsibility as a concise and separate statement. Include current job objectives and goals, even if you would like to change them as part of the appraisal review process. Write as many statements as are necessary, creating a comprehensive job overview.

2. Write a new goal or objective corresponding to each job description statement. When creating effective goals and objectives, include measurable elements to ensure that each goal is achievable and results oriented. Examples of measurable elements include customer service ratings, sales figures, and number of client calls or visits.

3. Schedule a meeting with the employee to review each job objective and goal. During the discussion highlight how the goals enhance organizational success and lead to career advancement. Provide a copy of the goals and objectives to the employee at the end of the meeting.

4. Request employee feedback by using a self-assessment tool and schedule a meeting to review the employee’s progress toward meeting his goals. Create the self-assessment tool by listing the position description, goals and objectives that you created earlier and request that the employee list her perspective on progress toward meeting each goal.

Initiate the Appraisal Process

5. Set deadlines for supervisors to complete each step of the appraisal cycle and inform all employees of the cycle schedule. Set deadlines for completion of goals and objectives lists, employee goals and objectives meetings, employee self-assessments, and final appraisals. Use emails or memos to communicate the information to all employees.

6. Document all significant performance achievements and deficiencies during the appraisal period on a performance log created for each employee. List the date of the achievement or deficiency and a brief description of the event on the log. Use the information in the log to complete the performance appraisal, rather than relying on memory.

7. Schedule meetings with each individual employee on a quarterly basis and review the performance log information. At each meeting, discuss the entries on the performance log and acknowledge achievements and deficiencies.

8. Write the final performance appraisal at the end of the appraisal period. The final appraisal should list the job description, goals, objectives, employee self-assessment, performance log and summary of the employee’s performance during the appraisal period. Provide a copy of the completed appraisal to the employee.

9. Schedule a meeting with each employee and review the completed appraisal. Ask the employee for feedback on the appraisal process and for feedback on each job element appraised. Conclude the meeting by confirming the schedule for the next appraisal period.