Formal Performance Appraisal

A R U S H I A GRA W A L
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Introduction to Performance Appraisal

A Formal method of assessing how well an individual

employee is doing with respect to assigned goal

The purpose is to communicate personal goals,

motivate good performance, provide constructive

feedback and set the stage for an effective
development plan

Steps to Effective Appraisal

Step 1: Be Prepared
Performance Appraisal benefits from preparation

- by both managers and employees

Employee:

Employee should conduct a self Appraisal.

He should prepare a checklist for the same

Manager:

Appraise performance in relation to the goals set

Step 2: Conduct the Performance Appraisal Meeting

Create a tone of partnership by setting the person

at ease
Review the purpose of the appraisal and its
benefits to both the parties
Ask employee to talk about Self Appraisal

Step 3: Identify Both Good and Bad Performance

Compare the accomplishment to agreed upon goals
If the appraisal has found a gap, make this a focus

of your discussion and feedback

Make sure the employee affirms your statement

Step 4: Find the Root Cause of Performance Gaps

If employee is falling short of expectation, find the

root cause
Ask the employee and Listen carefully to the
response
Give the employee first opportunity to identify the
cause
Probe with other questions if necessary

Step 5: Plan to close Performance Gaps

If performance Gaps are identifies and the root

cause is known, begin a dialogue about their

resolution
A good plan consists of these components:

Specific Goals
A Timeline
Action Steps
A Description of the training, coaching or practice required,
if any

Step 6: Reevaluate Performance Goals

Reexamine the goals towards which your

employees are expected to work

Involve the employee in the goal changing process
and make sure he/she:

Has the capacity to assume new goals

Understand the details and importance of these goals

Step 7: Get it on the Record

It is very important to document your meeting

Take rough notes during the meeting and complete them immediately

afterwards
The record includes the following:

The Date
Key Points used by the employee
Key points used by you
Points of disagreement
A summary of the development plan
A Summary on the agreed upon steps
Performance goals of the coming year

Step 8: Follow up

Plan on following up every appraisal meeting

You will have to monitor their progress and

determine if they need training, coaching or other

support

Two Problems to Avoid

Problem 1:

1.

Performance Appraisal will be valuable if people take it

seriously
Lacking that, you end up with bureaucratic exercise that
annoys people

2. Problem 2:
Managers are not good at assessing the performance goals

THANK
YOU