performance appraisal?

Question

What is performance appraisal? What are the most common mistakes managers make in performance appraisals? What should small business managers do to avoid making these mistakes?

Answer 1

That's funny that you asked this today because I just got mine today. Make sure you praise them at least once for every constructive criticism you give them. (You need to work on this but your doing very well at this)

Answer 2

Performance appraisal is the process of setting goals, creating a plan to achieve those goals, monitoring progress then giving feedback on the results. The key is to have something to appraise and give feedback against. So if you don't set goals (or standards or expectations) then your feedback is vague, subjective and based on assumptions.

The most common mistakes made by managers is being personal and talking about character and attitude rather than focussing on behaviours and outcomes (ie things you can see and measure).

Small business managers are often pushed for time and don't have the right training or background in HR stuff. So the best advice I could offer is to keep it simple. Sit down with each staff member and talk about what you expect from them (specific behaviours, specific outcomes) and WRITE it down. Then, every week or two, give your staff a quick feedback on how they are going (eg John, you've really improved your sales conversion rate this month). Nothing formal, just a chat in the team room or car park. Once every six months, sit down with each staff member, take out the piece of paper you wrote the original goals on and review progress. Set new goals if that's appropriate. Make it a two way conversation. Make "respectful communication" your focus.

Keep repeating this cycle. It works when done properly.

Good luck!

Answer 3

Performance appraisal is a periodic review of employees to motivate them, give them goals and consensus for the next period and establish their value for rewards.

Many managers make the process personal for who they like and not, rather than rate employee business value. Appraisal without goals and consensus are useless. Employee must have an opportunity to feedbck before completion.

Small business has limited money for raises and rewards. An outstanding employee may be critisized unnecessarily to prevent costs to the employer...they must be balanced.

Answer 4

i do now not do them yet used to- be beneficiant with your self- you will get a extra effective appraisal. whilst you're too stressful on your self, the appraiser provides you decrease grades because of the fact the effect is which you will now not challenge it. no person likes disagreement, even a supervisor.