Integrate performance appraisals into your corporate culture for improved results

Discover how frequent feedback, during the performance management process, can help employees reach new heights.

Integrate performance appraisals into your corporate culture for improved results

Discover how frequent feedback, during the performance management process, can help employees reach new heights.

Integrate performance appraisals into your corporate culture for improved results

Discover how frequent feedback, during the performance management process, can help employees reach new heights.

Nip potential problems in the bud with frequent staff appraisals and performance management systems  

When it comes to performance evaluations, it’s important to get it right.

Nearly half of HR professionals think annual appraisals don’t accurately capture employees’ achievements. To be effective, feedback needs to be given on a regular basis.

By regularly evaluating your employees’ performance, they’ll feel less intimidated and more likely to work with you to set objectives that benefit both parties.

How often should you conduct performance appraisals?

So, how often do you actually need to review employee performance? Monthly? Weekly? Little and often has proved to be the right cadence for gathering employee feedback. Constant and continual feedback will help you and your employees understand exactly what they are doing and identify problems before they impact productivity or output.

Your performance management system should include reviewing employees’ objectives. As part of the performance management process, hold regular, goal-driven catch-up sessions to encourage employees to really focus on what matters to them and the business. Make sure to record this information so it’s easier for managers to track performance and reward employees accordingly.

Perfect your performance management system

Performance appraisals should have a leading role in your performance management system for the best results. Frequent feedback allows managers to have direct insight into employee wellbeing and engagement.

  • Feedback: Provide and receive crucial information on an employee’s performance
  • Improved communication: Staff members will know what’s expected of them
  • Praise: Opportunity to recognise an employee’s hard work and efforts
  • Career growth: Identify training and development needs
  • Better relationships: A chance for employees and managers to connect
  • Prevent problems: Identify issues and find solutions before it impacts the employee’s work
  • Set goals: Managers can understand an employees’ career goals and aspirations

Simplify the performance management process with HR software from Sage

We know the performance management process can be complicated. But, it doesn’t have to be. With the world’s most innovative and scalable HR and people system, you can automate admin tasks and simplify the process.

People software from Sage has specifically been designed to assist with the performance management process. It’ll help you attract skilled professionals and develop your current talent pool. Plus, with its cutting-edge cloud technology, you can collaborate with your HR team and remote employees from anywhere, at any time.

Managers can also instantly access employees’ data to see their progress and any issues. By storing your employees’ data in one secure location, you’ll have only one version of the truth when creating employees’ performance appraisals. Reports and dashboards include actionable insights making it easier to set smarter goals and make better business decisions.

Performance appraisal methods: set SMMART goals

When helping employees to set goals, it’s important for goals to be challenging yet possible. The best way to do this is by using the SMMART framework. Goals should be:

  • Specific: Clear goals allow employees to know exactly what they need to do and how progress will be measured
  • Measurable: Employees and their managers should be able to track and measure progress
  • Motivational: Employees must care about the end result and understand how achieving the goal will benefit them, their team, and overall company
  • Attainable: If a goal is too difficult, employees will quickly become demotivated. Yet setting too easy of goals won’t benefit anyone
  • Relevant: Employees should know how their goals correspond to the company’s strategy
  • Time-bound: Deadlines and timescales should be used to help employees stay motivated

Achieve more efficient appraisals with People software from Sage

People - formerly Sage People

Best HR software for medium-sized business. As part of Sage Business Cloud, People is perfect for performance appraisals and people management.

  • Simplify your employees’ performance management with a single scalable solution
  • Be compliant wherever you are in the world with automated global policies and processes
  • Set goals using the actionable insights provided in downloadable reports and dashboards
  • Identify, manage, and retain employees with talent management tools
  • Empower employees to manage their information with a self-service portal
  • Manage your expanding global workforce with clever resource planning flexible capabilities
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