What are the six steps in a performance appraisal?

Job appraisals are done for the benefit of both a company and its employees. The growth and success of a company lie in the abilities of its employees and that’s why career development is necessary. 

A job performance review helps employers to determine the strengths and weaknesses of their employees. It is a great tool for reaching expectations and going beyond. With set standards, employees can perform better at their jobs and deliver great results. 

However, many employers still struggle with the processes involved in carrying out a successful job appraisal. That’s why we are here. We have outlined six steps that companies can use to ensure that their job performance is as effective as possible. 

What are the steps for a successful appraisal review? 

As earlier said, job appraisals are necessary if you want to see your employees advance and bring success to your organization. To do a job performance review and be successful, there are steps you must take. These steps include: 

Set Standards

The first step in performing career appraisals is to set the standards regarding your expectations as an employer. These standards will be used as a measuring scale to compare how your employees have performed in the previous weeks, months, or years. The standards should be aligned with the goals of the company and what is expected from every employee. These standards should be attainable and realistic so employees can work towards them. 

Communicate Standards

Another step in an appraisal review is to communicate these standards you have set with your employees. It has to be openly communicated bearing in mind that your employees can only perform if they know what is expected of them. You can organize a meeting to inform them of the goals you wish for them to achieve within a particular time. Similarly, upon the arrival of new employees, you can give a brief on what the expectations for their job are. This way, employees will work towards achieving set goals by being productive. Also, you should let them know how not meeting these standards could affect how they are retained. 

Measure Overall Performance

The next step in a job review is to review and measure how employees are working in alignment with the set goals. Since standards have already been set, it’s easier to monitor employees’ performance and determine where their strengths and weaknesses lie. Depending on a company’s work structure, the reviewing of an employee’s performance could be weekly, monthly, or annually. 

Compare Employee Performance to Set Standards

Another step to take when performing an appraisal is to compare the results. With the standards already set, employers can see major differences between them and their workers. This will help to determine how the employee’s performance is being impacted. However, employers should make unbiased decisions on employee performance so the job appraisal can be effective. Some companies hire evaluators that are honest and keen on reporting results based on reality not based on feelings. 

Give Feedback

The next step in a job appraisal is to get back to your employees about the entire process. By giving constructive feedback, employees will understand what areas they need to improve on. Employers are advised to give such feedback with empathy as this can affect the entire appraisal review for the employees. Communication lines should also be kept open for your employees so they can express themselves if necessary. 

Decision Planning

The last step in a job performance review is to proffer solutions. If in any case, an employee is lacking, plans need to be put in place. Employers can make decisions to see to the growth of such employees by organizing plans. This could be providing training programs, workshops, and so on, depending on the needs of the employee. Employees must agree to the terms for their jobs to move forward. 

Job appraisals are great tools to improve the productivity of employees across a company. By using the steps mentioned above, employers can lead an effective appraisal. 

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