The Management Blog
Tips & advice to help you improve your performance
If you have impending appraisals with your team, the time to start planning is now.
Once the workers are in your office, it’s too late to prepare for a productive appraisal.
Appraisals often get a bad rap because managers use this time ineffectively and not for the right reasons.
Most see an employee appraisal as an annual review of the workers performance, which affects their salary and chances of promotion.
The traditional appraisal process has been around for decades.
It involves an annual meeting with a supervisor where employees must listen to their strengths and downfalls, and areas where they must improve.
While the performance appraisal process isn’t exactly a favourite amongst managers, it is helpful to know that there are several different types of performance appraisal strategies to choose from. Knowing there are options available should give you the flexibility to find the right type of appraisal method for each department or even specific employee within your organisation. Here are a few different types of appraisal methods: Learn More
Completing employee appraisals is a daunting task. I don’t think you’ll find a manager anywhere who disagrees. Often times, however, we worry so much about our end of the appraisal process that we forget how difficult and anxious it makes our employees. One of the best things you can do as a manager is to give your team members and employees the tools they need to prepare for their own appraisals before they happen.
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As a manager, one of the most dreaded tasks you’re going to have to complete is an employee performance appraisal. They happen at least annually, and are more often if you have a new employee or if you have had to place one on probation. No one, manager or employee, enjoys the appraisal process.
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