When handled correctly, annual appraisals can be a positive experience for both HR and employee alike, asserts Pallavi Anand, Director, Robert Half, Hong Kong. He offers seven tips to make what has become for many a yearly ordeal, a win-win situation:
1. Avoid surprises
If employees have been told your expectations and whether they are meeting them throughout the evaluation period there is less fear of the unknown when review time arrives.
2. Gather input from others
No matter what the size of the organisation, it is important to seek feedback from others. Other members of staff may uncover unique insights into a person’s work.
3. Be consistent
You’ll need to develop criteria that include the same general factors for all staff and ideally use company standard templates for documenting performance.
4. Handle criticism with tact
When telling staff that aspects of their work are sub-standard try to address points for improvement, and encourage them by commenting how confident you are that the person will be successful in making the necessary changes.
5. Listen as well as talk
Make sure you allow enough time to listen to your employees’ perspective. You may learn more about why a person did not meet expectations with a specific task and receive ideas on ways he/she can improve in the future.
6. Look ahead
Use the appraisal meeting not just to reflect upon past performance but also to establish future objectives. Push employees to challenge their skills and potential, but also be realistic by providing sufficient support for the individual to actually achieve them.
7. Talk about compensation another time
The fact is that most people will be so eager to learn about a pay adjustment that they may not focus sufficiently on the appraisal discussion. Furthermore, an employee’s feedback may also cause you to reconsider your compensation plans.
Paul Arkwright
Publisher
