By Steve Mwendwa,
1. Appraisals is not a once or twice year event. Feedback needs to be given consistently throughout the year – both good and bad feedback. Feedback needn’t be given in a formal setting like a closed meeting room. Meet over a cup of coffee or lunch and talk, go for a walk, meet at the employees desk, if the employee is not in the same office- pick up the phone and talk.
2. We don’t like giving negative feedback and reserve it for the year-end appraisal. What’s the result? The employee gets zapped and says “Why didn’t you tell me this before?” The purpose of giving Negative Feedback is for the employee to improve. If we are going to wait for a long time to give this feedback, it’s a waste of a whole lotta time. Also giving delayed feedback won’t have the desired effect as compared to giving it on the spot.
3. We don’t like to give an “average” or “meets expectation” rating. We like to give the “slightly Exceeds expectation” rating. Get realistic! How many of our team members have actually exceeded our expectations or their KRA’s. Just a handful right? Think about yourself – have you really maxed your KRA’s – get real dude!
4. We rate our teams by comparing one against the other. Bad idea! Compare them to the performance evaluation scale your company has set up. Understand these scales well. Speak to your HR Manager if you have any questions.
5. Training our Managers to write good appraisals and have memorable feedback discussions. Many appraisal forms are cluttered with words such as “I agree with her self-appraisal comments” or “John’s a hard working employee and a good team-player”. Haven’t we ourselves received feedback and haven’t we exhaled a deep sigh and switched off. Also during the appraisal discussion, we need to exhibit traits like honesty, humility, frankness, concern, desire to improve, objectiveness
Once we fix these basic steps, I’m quite sure the appraisal process will become a valuable and cherishing experience for our teams and for us.
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