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How to make the most of performance appraisals (and why once a year won't do)

25 April 2018 12:42 PM
Tags:
Work
Performance appraisals
Office
Review
employee
Job
HR
staff
manager

Performance appraisals are meant to be used as a developmental tool, explains talent strategist and leadership guru Anja van Beek.

Performance appraisals aren't meant to be daunting or boring.

A performance appraisal is a regular review of an employee's job performance and overall contribution to a company.

Read: Pros and cons of refusing to submit your old payslip to your potential employer

Talent strategist and leadership consultant Anja van Beek explains that appraisals are meant to aid employee retention and development.

While most employers conduct one annual appraisal during the course of the company calendar, there is a growing shift towards ongoing feedback.

Read more: What is constructive dismissal? (and how to prove it)

Van Beek argues that managers should move away from the yearly review and opt for continuous one-on-one evaluations.

She says employers should spend 20% of the appraisal reviewing the past performance and spend 80% setting objectives for the future.

Van Beek suggests that managers should revisit yearly objectives set during appraisals at least once a quarter.

If you only have one discussion, once a year, it doesn't really impact or influence the development of your team to change their behaviour.

Anja van Beek, founder of Anja van Beek Consulting & Coaching

It's such an important card that the company and leaders can play to get the workforce engaged and committed, but you have to do it in the right way otherwise it can have the opposite effect.

Anja van Beek, founder of Anja van Beek Consulting & Coaching

The trend is to start focusing on continuous feedback.

Anja van Beek, founder of Anja van Beek Consulting & Coaching

As a manager, look for opportunities to engage with your employers and give them feedback.

Anja van Beek, founder of Anja van Beek Consulting & Coaching

Make the environment safe. Don't get defensive.

Anja van Beek, founder of Anja van Beek Consulting & Coaching

She says the value of appraisals is more about the quality of the relationships and the quality of the conversations had with employees, and less about the formal process.

Also read: 'It's not enough to just do the job' - Employee retention 101

Van Beek shares her expert advice on how to prepare for performance appraisals and answers questions from caller who share their experiences.

Listen to the informative discussion during the World of Work feature:


This article first appeared on CapeTalk : How to make the most of performance appraisals (and why once a year won't do)


25 April 2018 12:42 PM
Tags:
Work
Performance appraisals
Office
Review
employee
Job
HR
staff
manager

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