| In every organization there has to be a policy of | | | | their work is not being justified in the appraisal process. |
| reviewing the performance of the employees on | | | | They should have all the freedom and levy to ask for |
| regular basis in order to evaluate the proper execution | | | | recourse of the review. |
| of responsibilities allotted to the employees as far as | | | | 2. A standard format of performance appraisals |
| their work is concerned. Employee performance | | | | should be maintained for all the employees. It should |
| reviews help us to understand the exact status of the | | | | include all the necessary details of the employee |
| employee, the areas of development, what is | | | | including the name, job description, specify the time |
| expected of them by the company and it also helps | | | | period over which the employee performance is |
| them to develop an inter-personal relationship with their | | | | evaluated, the attributes and dimensions including their |
| supervisors or seniors. | | | | responsibilities, job description, the set goals and the |
| Employee performance reviews are mostly done | | | | required skills like communications, IT skills or |
| annually. The annual performance reviews are vital. | | | | administration, etc. Provide place for rating system like |
| Organizations are distressed to find reasons as to | | | | poor/ average/ good/ excellent. It should have space |
| why they are unable to arrange an hour long session | | | | for overall opinion and suggestions and plans for |
| or meeting to understand whether or not the common | | | | improvements, duly signed by the respected authority |
| needs of the employees or the organizations are met. | | | | and the employee. |
| Employee performance reviews helps in an honest | | | | 3. Have a standard schedule for the employee |
| interaction between the management and employees. | | | | performance reviews, such as quarterly, half yearly |
| The employee gets a clear understanding as to what | | | | and then the final, yearly one. |
| the organization expects from them, they understand | | | | 4. Keep the employee informed about the scheduled |
| their achievements, personal strengths and drawbacks | | | | performance review and its details. |
| and are advised on the improvement of their | | | | 5. Be open for suggestions from the employee |
| shortcomings, if any. | | | | regarding any work updates. Take written inputs from |
| To have an employee performance review at least | | | | him related to the appraisal. |
| once in a year is very essential for an organization as | | | | 6. The employee performance review should be |
| not doing it may demoralize the employees and may | | | | strictly professional and evaluated by experts. |
| lead to decrease in overall efficiency of the | | | | 7. It should include the total records of the role of the |
| organization. It may spread a sense of disbelief about | | | | employee in the major accomplishments of the goals |
| the management amongst the employee. | | | | of the company, have details description of their |
| To structure accurate employee performance | | | | strengths, plus and minuses and actions should be |
| reviews, conduct the following eight steps: | | | | suggested for improvements, such as training and |
| 1. Program a legally approved employee performance | | | | development etc. |
| reviews procedure. It should be job related and a valid | | | | 8. There should always be a two sided communication |
| review, thoroughly analyzed, based on the | | | | in a performance appraisal meeting, the employee |
| performance and should be standard for all the | | | | should be given a chance to speak about his |
| employees. It should not be biased and the review | | | | achievements and give his inputs. Feedbacks should |
| should be done by people having domain expertise. | | | | be exchanged. Always end the meeting with a positive |
| There should be a process planned out for the | | | | note. |
| employees to approach their seniors if they feel that | | | | |