Conducting Performance Appraisals Kenner LA

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The performance appraisal is an important part not only of your employee's career but also of your company's growth. It is an evaluation of the performance of your employee(s), and a way to nip in the bud any potential problems that may be arising because of that employee's performance, or because the employee isnt getting the recognition he or she believes they deserve.

Thus, a performance appraisal more than just a listing of an employee's strengths and weaknesses. The appraisal is a good venue to show your appreciation of your employee's excellent job, and boost his or her morale. It is also the opportunity to give out constructive criticism regarding a person's performance. (Criticism must always be constructive, not destructive.) In addition, it will also serve as an opportunity for you to hear of your employee's concerns. Here are a few tips to help you conduct a good performance appraisal :

1. Provide each employee with aa questionnaire/evaluation form a few days before the scheduled performance appraisal , which they must fill out and return to you before the appraisal takes place. Make sure that the evaluation form includes most, if not all, of the work aspects of your employees.
2. Review the employee's profile. Read the answers that the employee has put in the evaluation forms. Check if the answers are in-line with his or her actual performance. If you are going to evaluate him, it is advisable that you have at least worked together before. If you haven't worked with him before, bring his immediate supervisor with you. Also, talk to the supervisor about his actual performance in the department. If the employee had been appraised before, try to evaluate the changes in his performance. This will make whatever you say on the appraisal credible. As you go through the performance review, take note of any item that flags your attention. This will help you to remember the things you want to open up in the appraisal.
3. Try to foster an amiable atmosphere. During the actual performance appraisal , it's better if you make an effort to keep the mood light and amiable. This can be done by making friendly remarks and by avoiding derogatory phrases. Through this, the person you are evaluating will be more at ease. Therefore, he will be more open to your pointers and amenable to sharing his own houghts.
4. Don't wander off the topic. Avoid rambling about your mutual appreciation of motorcycles, for example, or of the latest professional sports game you attended. A few comments to ensure a friendly atmosphere are all that are needed. You could use the questions in the evaluation form as the framework of the appraisal. As much as possible, stay on the subject-the performance assessment.
5. Give your honest assessment. If you don't like your employee's work, tell him. If you like something that he did, say it. Don't beat around the bush. Tell him your honest evaluation of his work without necessarily being tactless. There are always ways to say your criticisms constructively. Say your comments with respect. Always be issue-oriented and don't be person-oriented. This way, you witll gain the respect of your employee for being honest and professional.
6. Listen. You had your chance to say your observations. Now, you also have to listen. Listen to your employee's views and any reasons they might give why they are having difficulty doing their job to your satisfaction. Listen to what he wants to say. If you do this, you'll better understand your employee and you'll see possible points of improvement.
7. Take note of what was said in the appraisal. It is important that you remember what has gone through in the employee appraisals. Document this so that in the next performance appraisal , you or whoever will appraise that employee will have an idea regarding the latter's performance.

If done properly, employee evaluations will have a positive impact on your employees' career. This will advance the employee development in your company thus, making your company more efficient and appealing.

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