Go Appraisal 6: How to build Success with Performance Appraisal..?

TechnoparkToday.com>> July 01, 2014:   Ramesh is a very enterprising IT engineer working in a Corporate for about six years. During the year he worked very hard and rose to his expectations.   He also helped the new Manager to train the juniors and the new comers. In short, Ramesh could find time to develop his team of second line of leadership.  His self-appraisal and 360 -degree feedback were excellent. He found it difficult to work with his new Manager, Stephen who took charge ten months ago. Ramesh was anxious about his Performance Assessment by the new Manager.

But the new Manager, Stephen, did the performance appraisal systematically very well. He was very positive and assessed Ramesh in the style of a Leader Manager. Stephen has been regularly conducting SWOT Analysis himself every three months which helped him discover his strengths and weaknesses, thereby, rectifying weaknesses. He discovered himself and so he could assess his Teammates and this helped in the right Performance Appraisal of his employees. Ramesh and all other teammates were happy about the Performance Appraisal and received acknowledgements.

The Performance Appraisal – Highlights:-

• The Performance Appraisal properly done can play a remarkably powerful role in improving the employees, as well as their Performance and Productivity. As a Manager, a key role is to maintain strong contact with the employees and provide them with continuous training, guidance and feedback.  These steps constitute the Performance Management.  As part of Performance Management process, typically once or twice a year, Managers gather all the performance data of their employees, document it, analyse it, and then provide the employees with proper feedback. This part of the performance management process is referred to as Performance Appraisal.

• To completely utilize the benefits associated with Performance Appraisals, it is required to be aware of a few fundamental steps.  The following functions are to be equally considered for performance appraisal and documentation.

a. Motivating employees.

b. Educating employees.

c. Clarifying performance expectations.

d. Discover them selves.

e. Building the Managerial Skills.

f.  Communicating and reinforcing the values of the company.

g.   Establishing performance goals and developmental goals.

h. Establishing training and reviewing its effectiveness.

i.  Setting the bases of promotions, transfers and raises.

j.  Preventing legal problems.

• The Manager can seek additional sources of feedback. Although the Manager’s role in the process is central and essential, the quality and effectiveness of the entire process can be significantly upgraded when two additional sources are included: the self-evaluation and 360- degree feedback.

• In order to successfully navigate through the appraisal process, Managers should have the right attitude and plans. The right attitude in Managers as the Leader will make them Leader-Managers. ‘Leader-Manager’ is a key role to be positive throughout the entire process of Performance Appraisals.  The Managers should take positive steps to identify and overcome any fear or reluctance too.