馃攳
5 Key Success Factors of a Performance Appraisal | AIHR Learning Bite - YouTube
Channel: AIHR - Academy to Innovate HR
[10]
Hi, today's Bite is all
about performance appraisal,
[13]
what it is and how to implement it
[15]
by looking at AIHR's top five
best practices, stay tuned.
[19]
What is a performance appraisal?
[22]
Performance appraisal is also referred to
[24]
as the performance review,
performance evaluation,
[27]
and employee appraisal.
[29]
Performance appraisal is a
method to regularly evaluate
[32]
an employee's job performance
and overall contribution
[35]
to the company in an effort
to improve that performance.
[38]
Performance appraisals
help to provide feedback,
[41]
it is a formal moment intended
to evaluate job performance.
[44]
It also helps in making
key employee decisions
[47]
including giving bonuses,
promotions, and firing.
[50]
A crucial element of
the employee appraisal
[52]
is that it is a shared responsibility.
[54]
On the one hand, it is
a shared responsibility
[57]
between the employee and manager.
[59]
While the manager has
the lead in this process,
[61]
an active involvement of the
employee creates the buy-in
[64]
that is necessary to make the improvements
[66]
that the performance
appraisal is set up for
[69]
in the first place.
[70]
On the other hand, conducting
performance management
[73]
is also a shared responsibility
between the manager and HR.
[77]
The manager does the execution
[78]
but HR helps in guiding the
performance appraisal process.
[82]
What are the five key success factors
[84]
of a performance appraisal?
[85]
Every company conducts
[87]
their performance appraisals differently,
[89]
however, there are several best practices
[91]
that every manager should know.
[93]
One, use a clear outline.
[95]
Both managers and employees
may feel uncomfortable
[97]
during the performance appraisal.
[99]
It is arguably the most formal setting
[101]
they will be in all year and
it doesn't happen often enough
[104]
to make it a common phenomenon.
[105]
Using a job performance evaluation form
[108]
or some other appraisal
outline will be very helpful
[111]
for both the preparation of the meeting
[113]
and for doing the
performance review itself.
[115]
We attach a link to a
performance evaluation form below
[118]
as an example.
[119]
Two, involve the employee
as much as possible.
[122]
One of the key challenges
in employee appraisals
[124]
is creating buy-in from the employee.
[126]
This is backed up by science,
[128]
a meta-analysis found a strong correlation
[131]
between the participation of the employee
[133]
in the performance
evaluation and their buy-in.
[135]
Employee participation is
the extent to which employees
[138]
are able to participate
[139]
in the performance appraisal session.
[141]
Employees who participated
in their performance review
[144]
were more satisfied, rated the session
[146]
as much more fair, useful,
[148]
and were much more motivated to improve.
[150]
The meta-analysis we mentioned previously
[152]
found that a high degree
of employee participation
[155]
explained up to 40% employee satisfaction,
[158]
35% of perceived fairness,
30% in perceived usefulness,
[163]
and 19% in motivation to improve.
[166]
This shows that it definitely pays off
[168]
to involve the employee.
[169]
Three, start with the bad news.
[172]
Most of us have learned
to start with good news
[174]
before delivering the bad news
[175]
and suggestions for improvement.
[177]
According to Daniel Pink,
employees are more satisfied
[180]
when bad news is addressed
early on in the interview.
[183]
Positive information is
then saved until the end,
[186]
so the meeting will
end on a positive note.
[188]
Four, employees want
more regular feedback.
[191]
Getting feedback once
a year is not something
[194]
that will drive performance.
[195]
Employees report they're looking
[197]
for regular continuous feedback
to do their work better.
[200]
Find ways to let managers touch base
[202]
with employees continuously
using technology.
[204]
Five, carefully document
[206]
your employee performance
appraisal sessions.
[208]
Important decisions about whom to promote,
[210]
which salaries to raise,
but also who to terminate
[214]
are based on performance
management information.
[217]
Performance appraisal
meetings should, therefore,
[219]
be meticulously documented.
[221]
Performance data should
be assessed and reported
[224]
in a standardized way
across the organization
[226]
and stored in a central database.
[228]
This is also important when you switch
[230]
to more continuous feedback.
[232]
This wraps up our Bite on
the performance appraisal.
[234]
In this Bite, you learned what
a performance appraisal is,
[237]
and five best practices to implement it
[239]
in your own organization.
[241]
If you want to know more
about performance appraisal,
[243]
check out our in-depth written article
[245]
in the description link.
[246]
Remember to stay up-to-date
with our Learning Bites
[248]
by subscribing to our channels,
[249]
and if you liked this video
make sure you like and share it,
[252]
and I'll see you soon in
our next Learning Bite.
[255]
(upbeat music)
Most Recent Videos:
You can go back to the homepage right here: Homepage