10 Performance Appraisals Facts You didn’t know

10 Performance Appraisals Facts You didn’t know

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A lot of professionals have been through it before. You are sitting in a room with your manager, and you do not know what to think. It is almost as if you are being re-interviewed for your job. Just one mistake and it could lead to a bad vibe with you and them throughout your work career.

Below are some of the facts you need to know about performance appraisals that will surprise you:

1) Not Consistent Enough:

It is said that most of the bosses don’t think of appraisal until they are into the room. This is one of the drawbacks of having annual performance reviews. The manager involved perhaps does not have it in his mind till the day arrives.

There’s a lot on a manager’s mind (particularly if they have a big team), a bad boss may not really care enough about the performance of his/her employee’s to give a valid appraisal.

3) Are Appraisals fair?

We usually blame office politics for unfair appraisal. Whenever there is a lack of trust or fairness, there could be a bigger picture of the situation.

Woefully! It is the way of the world at times.

This is why we can believe that getting more frequent feedbacks are more beneficial to the employee. They will be able to see how their attitudes and performances have changed. Rather than just one performance review.

2) Less Faith:

Many bosses out there simply wish to focus on what they believe are more significant tasks and will only utter things in order to get the appraisal finished expediently.

It is pretty sure that a manager working for a small or medium enterprise does not essentially have appraisals on the top of his priorities list.

4) Is performance Appraisals a good thing?

It is quite sad if an employee is being judged off their work.

Imagine how much it will be affecting your company’s top performers, after telling them where they failed and why it did not meet a standard within the past year. Though performance appraisals can be a good thing, they have to be executed correctly and have exact parameters that can be measured.

5) Do it genuinely reflect employees work?

Human Resource leaders does not take annual performance reviews as an accurate appraisal for employees’ work, which can be believed to be fairly true. Besides, being bias is possible. Suppose, an employee is having a bad couple of weeks and isn’t performing to his/her highest ability. Will he/she be judged off that?

Conversely, an employee can cheat the system by being productive a month prior to the appraisal to make it seem like they have done more.

6) Are employees rewarded properly?

There are few offices out there that have an underperformer who is dramatically rewarded, whereas, an over performer that is not rewarded at all.

Are these appraisals really giving the employees a proper appearance and permitting them to get appropriately rewarded? That’s the reason leadership has to be active and actually needs to know an employee’s work ethic.

7) It is a waste of time:

Some managers openly admit that it is a big waste of time. In case this happens to be the case, performance appraisals are kind of counterproductive. Being that appraisals are supposed to measure productivity and performance, yet they are considered a kind of a timewaster by few.

8) Do not improve development:

Some executives feel their performance processes are “weak” in improving development and driving business value.

Thus the current way, performance appraisal work do not necessarily develop talent. However, there can be a more useful way of developing talent with new tactics or obtaining different data, than what’s been used before. Acquiring data on employee approval or emotion can help managers make decisions, which will impact the employees better.

9) It doesn’t increase employee performance:

This almost seems counterproductive, because a program that’s supposed to appraise employees’ performance does not allow employees to perform better. Actually, it might end up decreasing it.

The proper move would be to think and ask employees about: what will make them perform better, and what can be done for the employer to keep them regularly happy, so the leaders can possibly change it and make it more comfortable for the employees.

10) Raise Retention With Constant Employee Feedback

The easiest method to lower employee turnover is to create a work environment that encourages regular feedback from managers to employees.

Having a better relationship with a manager can improve employee performance, grow transparency between manager and employee, and boost your company culture; letting you become a great place to work at. Thus, keep the feedback loops strong and create a fun, open environment.

Conclusion:

Performance appraisals play a crucial role in the development of the individual and the organization as a whole, but while executing the appraisals of employees, one needs to be careful and must communicate coherently so that it doesn’t create a negative impression in the minds of the employees.

Is it a big problem for you to handle these things? Don’t worry! LBTC offers human resource management courses that can help you make a high-performance management system with a guaranteed outcome.

Visit London Business Training & Consulting to know more about our management courses.

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