Performance Appraisal
For everything one is and does in life, measurement of success or failure to meet standards of self-imposed goals or those set by groups is an essential aspect in self assessment and growth. An appreciative performance review which results in positive feedback or lucrative reward is necessary in maintaining confidence one needs to achieve the next level of personal or professional goals.
While no one likes to have faults or areas of improvement highlighted by a supervisor in an employee performance appraisal, a coach’s performance review, or even a parent’s performance management system in the form of allowance adjustments or rewarding additional trust to children, constructive feedback is essential throughout all aspects of life in evolving personally and in career development.
Learning how to receive and interpret feedback during a performance appraisal process, and adjusting strategies and tactics accordingly in attaining goals is best taught early on. One cannot rest on the laurels of an excellent employee performance evaluation and, therefore, stop putting effort into continuous learning and striving to meet even higher standards. Nor, should an employee appraisal that reflects needed improvement be considered a static failure. Constructive criticism should be seen as an opportunity to learn ways to succeed at reasonable goals set at that point in one’s career development plan which will be a constant ladder of challenges climbed until retirement.
Effective supervisors use the performance management process to praise and enhance an employee’s effectiveness, productivity, and efficiency. Performance evaluation systems designed only to determine salary adjustments, administer reward without promoting new targets, or to reprimand without a strategy designed toward success do nothing to increase moral or commitment to further develop skills increasing human capital as an asset.
There are many methods used by companies which are more effective than the annual employee appraisal. Providing feedback throughout the year, whether in a short, informal, quarterly meeting for individuals or once a week team meetings, gives employees a sense of how the company is thriving as a whole, how one’s particular department is adding to the company’s success or failure, or how an individual’s contributions are affecting the total business.
If there is a need for improvement, an employee can be given extra training or guidance early on if a challenge is discovered and conveyed. By the time the annual review does come into play in which salary adjustments and position promotions are frequently carried out, an employee may have had the situation completely reversed from a problem to a solution. Scolding and public humiliation leads to poor morale which leads to an employee feeling unwanted, anxious, and constantly concerned about job security rather than fully concentrating on tasks at hand.
Group training to build on an overall concept such as customer service can enhance the performance of both the superstar and struggling employee. Working together in a training class can help very productive employees sharpen management skills by mentoring, while those needing assistance pick up on methods others use when meeting higher standards. Contests increase productivity by increasing morale especially if the “rules” include effort as well as accomplishment as part of winning the prize.
