Human Resources 101

Here are some guidelines to conducting effective employee appraisals. The annual appraisal will always be more effective if it is part of an on-going coaching process.

Meeting Set Up

• Allow adequate time to complete the review
• Put the employee at ease and eliminate distractions. Don’t check your Blackberry during the meeting!
• Explain you are there to provide performance feedback and support their career growth.
• Outline the steps and time line for the appraisal process.

Employee Self-Assessment

• Ask the employee open-ended questions about their self-assessment.
• Listen actively and show interest in the employee’s comments.
• Be prepared to change your view point based on new facts presented by the employee.
• Ask the employee to suggest ways they can improve their performance.
• Ask how you can support them in achieving goals or competencies.

Your Feedback

• Discuss what you see as the employee’s strengths and achievements.
• Talk about the areas where you see them growing to achieve their goals or competencies.
• Raise any concerns in an honest, direct and constructive way.
• Emphasize the priority areas where improvement is most necessary.
• Describe how these improvements will contribute to the success of the employee and the organization.
• Stay focused on the specifics of performance appraisals process – do not discuss salary.
• End on a positive note. Restate achievements and thank them for their contribution to the organization.
• Providing realistic feedback to your employees is an important part of any performance management process. Be sure to manage their expectations.