How to Guide: The Performance Appraisal

Discover everything you have ever wanted to know about the employee performance appraisal, including time saving hints, tips and techniques.

 

 

Here you will find everything you need to know to about the performance appraisal process from defining performance expectations to providing employee feedback in your appraisal interviews.

Now, you can also download free professionally designed templates, view content rich how to guides or get a MS word document containing everything you need to know about the performance appraisal process.

 

 

The 4 Stage Performance Appraisal Cycle

In the diagram below you can see that the performance appraisal process is not an annual event it is a never ending process, there is no start and no end ... just an ongoing evolution of performance.

 

It is common to see the the two steps "Provide Feedback" and "Record Performance" combined to create a three stage performance appraisal process, as shown below. Now let's start by looking at the definition of a performance appraisal.

 

 

Performance Appraisal Definition

When thinking about employee appraisals many managers quickly picture sitting in a formal setting, with their employee providing annual feedback on the employee’s past performance. You will find that this is just one part of the overall process. The full scope of an employee performance appraisal is the act of

• Defining your employee’s performance expectations
• Measuring and evaluating employee performance relative to those expectations
• Providing feedback on performance against agreed standards
• Recording or documenting your employee’s performance

 

 

Why use the Appraisal Process

There are many reasons why you may complete employee performance reviews, the top five reasons why organizations implement appraisals include

• Evaluation of current performance
• Identifying training or development needs
• Establishing future performance goals
• Determining merit pay increases or salary reviews
• Determining performance based bonuses

 

Leadership Tip: Whilst you may pursue efficiency with your processes, you will quickly find that leaders do not take shortcuts with their people management.

 

 

The Three Phases of Employee Performance Reviews

Good performance reviews do not just happen, they are the result of passionate leaders following a proven process. An effective performance appraisal consists of three distinct phases. 

• Setting Expectations
• Measure and Monitor
• Feedback and follow through
• (record performance is often used as a fourth stage)

 

 

 

 

The Three Phases Defined

Phase 1 Setting Expectations

Determining how you are going to measure your employee’s performance, including what you are going to measure and which type of rating scale you will use.

Phase 2 Monitor and Measure

Measuring employee performance, converting these measures into employee ratings. Includes preparing for your employee performance reviews and being consistent.

Phase 3 Feedback and follow through

Structuring your appraisal interview, determining which style of interview you will use. Includes techniques for dealing with difficult people, and keeping your review credible, what to do after your performance interview.

 

 

Discover, Learn and Grow

You will find that you will get the best results if you click through and read each illustrated page in order. However, feel free to go straight to the page that interests you the most.

Appraisal Home Page | Process Map | Tips & Techniques | PowerPoint

Phase 1	Phase 2	Phase 3
Rating Methods Establishing Performance standards	Measuring results Rating Errors Prepare for your appraisal interview	The performance interview After the performance interview

 

Free Templates	Examples
Rating Scale Essay Style MBO BARS Download	Good Performer Average Performer Poor Performer Intangible measure

 

 

One on Ones

The value of employee performance reviews is often debated by academics and managers alike. The reason their value is debated is that they are either

• Not done properly, or they are
• Not linked to one on one feedback provided throughout the year

For your performance appraisals to be effective it is important that your appraisal process with your regular one on ones. To find out everything you need to know about one on ones, including getting our free templates, click here.