The purpose of an staff appraisal is to create an open dialogue between employer and employee where there is time to talk undisturbed through their work situation.
It provides a platform for both parties to discuss employee performance, both positively and negatively. When we talk about performance, let's remember to take a holistic approach to it. Evaluating the work environment, what support the employee needs, skills development and employee motivation are all components that directly or indirectly contribute to performance.
In addition, a staff appraisal is an opportunity for the employer to show their employees that they are important to the organization and that their performance is appreciated.
It is also a chance for the employer to encourage employees to continue to perform well.
It is important for employees to actively participate in a staff appraisal because it provides opportunities to receive valuable feedback and support.
An appraisal should not be one-way communication. Issues that concern the company and discussing personal goals and action plans to achieve them are at least as important.
By participating in a staff appraisal, employees can show that they are committed to their own development and that they care about their colleagues.
Through the employee interviews, the employer receives valuable feedback and a time for the employee to ask questions and get support.
A staff appraisal begins with the employer and employee discussing goals and the responsibility of the employee and the company to achieve them.
It may also include discussing challenges faced by the employee, as well as strategies for dealing with them.
The employer should also ask questions about employees' personal goals and help achieve them.
A staff appraisal is an important part of the employer's work to improve the company, and then by increasing the motivation and performance of its employees.
The frequency with which employee and salary negotiations should take place is often stated in an agreement between the union and the employers' organization. The manager or employee may also ask for a spontaneous employee call to be conducted.
One trend to keep an eye on is that more and more companies are abandoning the annual employee talks.
A common reason is that the company thinks it is better to use other types of follow-up methods that are more time efficient and cost effective.
It may also be that the company feels that annual employee calls do not produce the results expected.
Other reasons may be that management believes that staff appraisals are not necessary to achieve the company's goals or that it is not an effective way to evaluate employee performance.
At the same time, companies can choose to continue with annual staff appraisals if they find it to be an effective way to encourage open communication, achieve company goals, and give employees a chance to express their opinions and suggestions.
Do not forget that all companies are different, so it is important that you decide which employee review method works best for you and at the same time keep track of what is actually agreed in the area.
Regardless of the cadence, it is therefore important to make it easy to prepare, conduct and follow up staff appraisals so that they are not seen as a cost that can be cut without an investment that produces results.
There, IT tools with built-in access control and the ability to connect the competency matrix and other information about the employee with th estaff appraisal become especially important.
