Getting the Most Out of Your Employee Performance Review Process – Part II

posted on Jan 07 by admin in the Hiring Practices, Human Resource Administration, Management category

Part 2 of 4 in our Employee Performance Review Series

In Part I of “Getting the Most Out of Your Employee Performance Review Process” we covered an overview of the benefits to an employee appraisal program. In Part II, we discuss a few common methods for getting the most of your program.

There is more to the employee performance review process than providing and obtaining feedback. Accenture’s report “Mastering Workforce Performance Appraisal” states that “developing accurate behavioral performance criteria can raise an organization to new performance heights, as increasing the quality of performance criteria can boost the impact of several HR processes.” The question is; how do we reach those new performance heights through our employee appraisal model?

The Employee Appraisal Model

For many companies, the performance review is an annual ritual that measures the employee’s performance and issues a pay raise commensurate with that performance. But is that really enough communication between two parties whose goals are so tightly woven together? Or should there be milestones set with more frequent mini-reviews throughout the year in quarterly or monthly intervals? It need not be a lengthy review but simply a progress report to help ensure that employee goals are met or that corrective action needs to be taken.

An effective employee performance review process may look something like this:

• Develop professional and personal development goals with the employee
• Split those goals into quarterly milestones
• Further divide them into monthly objectives and establish progress updates
• Review employee performance annually and set new objectives for the coming year

I realize for many managers this may seem like a lot of extra work in an already full schedule but results are what are important. It takes a lot less time to explain how your department achieved its goals than to come up with excuses as to why it didn’t. A manager who doesn’t achieve their departmental goals may be susceptible to additional supervision from their boss as well. Take the time with your employees, achieve your departmental goals, and open yourself up to being a results-oriented, promotable manager.

Employee Appraisal Methods

Two of the more popular employee performance review methods are Management-by-Objectives and the 360-degree appraisal method.

Management-by-Objectives (MBO) is a performance appraisal method that sets annual goals for each employee and measures the results of attaining those goals. It attempts to marry the employee’s personal goals with the objectives of the company.

360-Degree Appraisal is a performance review method that obtains feedback from various sources including other departmental managers, peers, suppliers, and customers. This type of performance review provides managers with an overview of how the employee operates within the total organization.

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In Part III, we’re going to discuss performance review tips and strategies and Part IV will provide goal setting strategies and measurement.

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