FASTCOLLAB

HOW TO MAKE APPRAISALS MORE PRODUCTIVE

• Appraisal season might have started by now in most of the companies. It has been one of the major factors that decides the rate of retention or attrition at the end of its cycle. If not given satisfactory, employees might start to look for another job which in return is a big headache for HRs to find a perfect replacement and train them.

• 1. Decide the appraisal parameters right at the joining: It is recommended for HRs to co-ordinate with respective managers, of the new joiners, to set the Key Performance Areas (KRAs) of their upcoming work. Once set, these parameters can now be used to evaluate the performance of the employees while appraisal.

• 2. Regular performance reviews are a must: Appraisal at the end of the year is by default a crucial method to rate the employees at the end of the year and provide desired hike in salary. But this evaluation should not be limited to a year end activity only.

• 3. Confront problems when they need attention: Each employee has different learning behavior and they might need attention time to time in various ways. Most of the times managers avoid performance reviews fearing the team might not take the confrontation very comfortably.

• 4. Always keep the expectations high: The best an HR can do is to sit with each employee once their regular performance review meeting is done with their respective manager. Interact with the employees on what goals met and what was not achieved.

• 5. Review on not just work but behavior too: For an overall improvement of the employees, year end performance appraisal should not just be based on what an employee achieved in terms of the work assigned to them. It should also collaborate their behavior in the office.

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