5 Tips to Improve Your Boring Performance Appraisal Process
December 22nd, 2017 • Performance Management
Performance appraisal process is the simplest way to communicate employees about how they are doing at work. But most workplaces rely on a performance appraisal form that is generic and doesn’t help them get good insights to understand their employees. A single-page Performance appraisal form that’s downloaded for free from a website isn’t exactly an ideal thing to do for gathering such valuable information.
The time is right to ditch your traditional employee performance appraisal form and adopt a much more personalized approach. Here’s how to do it.
Why Standard Performance Appraisal Forms Fail
There are several reasons why the typical performance appraisal template forms miss the mark. For a start, there may be no strategic approach behind the evaluation of employees. Additionally, the management could be providing everyone with more or less the same kind of feedback. The lack of personalization and pinpointing of actionable steps are major cons, reasons enough for the entire process to fail.
What exactly is the purpose of the performance review? Is it aimed at discovering weak points that can be resolved through coaching? Should it be used to determine decisions pertaining to remunerations? A performance appraisal form needs to have specific set of goals to deliver the desired outcome.
Finally, an employee appraisal form could fail when: feedback is not provided on a regular basis when the HR department doesn’t get leadership support, when the process becomes unnecessarily complicated, or whenever workers do not feel appreciated for the effort they put at work.
So, what could you do to address these issues? Modifying the performance appraisal template for simplicity can lead to much better results.
Choose the Right Frequency
Most workers would like to receive much more frequent feedback than the one they are already getting. Employees love to hear what they did right or not so great on a certain project right after it’s over. This kind of timely feedback stays with them and they are more likely to tweak their performance for the next big project. This is why choosing the right performance review frequency is essential.
A performance appraisal form that happens as rarely as employees’ birthdays isn’t the best option for provisioning continuous feedback, which takes us to the next suggestion.
Go Digital and Customize
An old-school performance appraisal template isn’t really a serious tool when it comes to modern workplaces. Take the digital route and select the right workflow management app.
A good process automation app can enable your HR to create a thought-out performance appraisal form for every single department. All information can be recorded in a centralized archive. When needed, you can modify the employee appraisal form to adapt to the change in your HR policies or company goals.
No 1 Customizable Performance Appraisal Evaluation App
Get a Free 14-day Trial with KiSSFLOW!
Keep It Objective
Nearly 10 percent of employees and 17 percent of managers believe that biases affect performance reviews.
The performance appraisal form needs to be 100 percent objective and unbiased for every single person in the enterprise. A performance review template that is circulated by an automated app and based on clear and measurable metrics guarantees the highest level of transparency.
Align It with Organizational Goals
The best performance appraisal form are goal-oriented rather than just dwelling on measuring an employee’s worth. This way, you’re setting the context for the feedback that workers are receiving.
Let your employees know what the company’s primary objectives are and how the performance appraisal template relates to those. Make all of your criticisms constructive instead of attempting to build a case against an individual. The evaluation should be about the process, not the person.
Encourage Employee Participation
Wrapping up an employee appraisal form is just the first part of the process. The steps that you decide to take equipped with the collected form data are far more critical.
Once you examine the performance appraisal forms, open all possible lines of communication with your employees. Encourage them to ask questions and listen to their feedback. When managers and their teams are open to communicating with each other about problematic issues, you are paving ways to create a corporate culture based on the foundation of great trust.
Aim High, Shoot Right
You can revolutionize the traditional ways of how performance appraisal forms are used in your workplace. The performance appraisal forms of yesteryears fail miserably to gauge the true potential of individual employees and the contributions they can make. Automating your performance appraisal process is definitely going to help you set a smooth process that does justice to evaluate their honest labor.
An automated app building platform enables you to design custom templates for the different departments, standardize the evaluation criteria across teams, and simplify the existing complexities. This way, you can run multiple and more frequent performance reviews and take actionable decisions that can lead to a more engaging, productive workplace.