Communicating Performance Appraisals

A performance appraisal is when an organisation assesses an employee’s job performance. It usually involves setting goals and objectives with the employees and evaluating their progress against those goals. As a one-to-one process, performance appraisal can be used to identify employees who need improvement and who are performing well and should be considered for promotion or other recognition.

It is essential to be clear, concise, and honest regarding performance appraisal communication. This can be difficult; however, for an employer, it is necessary to maintain a healthy working relationship with the employees. Communicating performance appraisals can be complex, but it is essential to give employees feedback that is both fair and accurate.

The following sections explain how a managing body should efficiently communicate performance appraisals to the employees.

Convey the purpose of performance appraisal 

While communicating performance appraisal, the manager needs to make sure that the employees understand the purpose of the appraisal.  

The manager can take the performance appraisal as an opportunity to reflect on what the employee has done well and identify any areas where the employee needs to improve.

The following questions should be kept in mind while assessing the employee performance:

• What are their significant accomplishments over the past year?
• What goals were set for them at the beginning of the year, and how well were those achieved?
• What challenges or difficulties have they faced at work, and how did they deal with them?
• What do they think could have been done better over the past year?

The replies given by the employees will help the manager to have a good idea about the employee’s performance over the past year and help them identify any areas for development. 

Clear and concise feedback

The managing body should provide specific feedback about an employee’s performance during an appraisal. Thus, he should avoid giving general comments or criticism that could be interpreted in other ways. There are a few key things that they should keep in mind when giving feedback:

• It is vital to ensure that the feedback is specific and objective. Feedback should be based on observable behaviour, not personal opinion.
• The manager must be aware of his own biases and how they might be affecting the feedback.
• He should be respectful and professional in the delivery of words and avoid using inflammatory language and making personal attacks.
• The key is to focus on the future rather than dwelling on the past mistakes of the employee.
• The lead or manager should also be open to hearing feedback for himself. Appraising employee performance should be a mutual discussion and not a one-way lecture.

Honesty in employee assessment

An employee’s performance appraisal is the time to reflect on past performance and guide the employees for the upcoming year. Hence, it is crucial to be honest during performance appraisal communication. If the employees are not meeting expectations, the manager should let them know and explain the necessary steps for improvement.

The appraisal process is designed to help the staff and the employer of an organisation improve their performance and identify any training or development needs. During the appraisal meeting, the employee should be asked about his performance over the past year. The employer may also ask him to give examples of work that he feels will demonstrate his progress and achievements. The manager then should provide feedback on the employee’s overall performance and what is expected from him in the coming year. This feedback should be honest and constructive. Only when the manager gives honest feedback, the employee can relate to that and motivate himself to improve performance in the future.

Avoid non-constructive criticism

While assessing and critiquing an employee’s performance, the management body should ascertain that their criticism is constructive and will help the employees improve. One effective technique could be sending out an appraisal communication email that helps employees figure out what the process is and how to participate in it. They should be instructed to avoid personal attacks or criticisms that are not helpful. When critiquing someone’s work, giving constructive feedback that will help them improve is of utmost importance. 

Conclusion

After communicating the appraisal to the employees, the manager or team lead needs to follow up with them to see how they are doing. This will show that he is committed to helping this team improve and reach their goals in the long run. After the appraisal interview, it is essential to stay in touch with the staff and update them on their progress. This will help ensure that they are on the same page and aware of the team goals. Furthermore, following up after the appraisal interview shows that the team lead or manager is dedicated to their job and is willing to work hard to improve the team’s overall performance.