The day of the appraisal may be considered a doomsday by your employees. Since it’s thought to mostly bring anxiety, resentment, and disappointment to your employees like an unpleasant surprise. A few changes, however, can help change that perspective and reaction to it.

Appraisals are essential for organizations. Whether you own a small shop in the Abu Dhabi mall or the whole mall management lies in your hands, performance appraisals must be a part of your roles and responsibilities. Although numerous performance appraisal methods are available, it’s never a one size fits all for companies.

Since it’s an important aspect of team performance, appraisals should be conducted using expert assistance. This article, however, aims to highlight the basics of an employee appraisal. Read below to know more:

Step by step guide to perform a performance appraisal

Since appraisals are of the most critical nature, contributing towards and origination’s success, it’s time for you to gets the ball rolling.

Use the following guide to help you conduct appraisals for your organization’s employees! You know you can do it!

Pre-Review

1- Begin year by setting goals

Meet up your employees at the start of the year and discuss what you want them to achieve and set personal and work-related goals. This provides a base for measuring their performance.

2- “All year round” positive feedback

The appraisal meeting shouldn’t be a surprise for them. Provide them feedback throughout the year, so you don't have to surprise them with bad news. They might even question your managerial skills! Talk to your employees about the issues that you're facing and how they can improve!

3- Create a structure

A structure should be designed for conducting annual appraisals. Department managers should be following the same standard format, but with specific changes relevant to each department. Handout evaluation forms to your staff a few weeks before the meeting.

4- Prepare for the meeting

If you’re the one leading the review, make sure you're prepared the points that need discussion. To make it comprehensive, use employee’s self-evaluation form and the initial plan you set up for the year.

During the meeting

5- Start on a positive note

No one likes being told they're useless in the first few minutes because that’s all they will think about throughout the session. List the good things they've accomplished and then move on to areas they could improve on.

6- Make it a dialogue!

Effective performance reviews require dialogues which is why you should make it a point to create one with your employee. Ask or their input to understand how they think!

7- Do not confront!

Use constructive criticism if there's something to be discussed. Point it out and then suggest improvements but don’t accuse your employee and ask them how they feel about a situation.

8- Provide advice

Advise them how they can balance their work life to prevent burn out. Discus their overall happiness and its importance for their proper working! It's important always to promise what you can deliver when it comes to salaries, working hours, offers, etc.

9- Request their feedback

Since its dialogue, it's important to know how your employee feels and if they have anything they would like to add. If they talk about certain changes, make sure you incorporate them to let them know what they think matters.

10- End positively

It’s important to get your employees to feel motivated before they leave the room. Summarize the evaluation and end on a good note so that they know you mean well.

Post review

11- Allow a review

Let the employees review your notes. Hand over your copy of the form so that they can make copies and refer to them in the future.

12- Hand over a copy to the HR Dept

Once your employee has signed the form, hand it over to the HR department, and let them d the rest. The department will examine recurring patterns, areas of improvement and other essential aspects for any further training needs.

13- Monitor progress

Keeping the performance of employees in check is necessary. And follow up with them periodically to ensure they're making progress like discussed.

Conclusion

Use the steps mentioned above to evaluate your employee workforce. With the continually changing working requirements and expectations the appraisals too, need overhauling every time they're conducted.

The best way to go about it is by hiring professionals to train your teams in the art of conducting the appraisal. Expert organizations’ offering corporate training in Dubai offer comprehensive courses that can be customized according to the needs of your organization. Just what your organization needs to grow!

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How To Perform Performance Appraisal For Your Organization