Performance management appraisals enable great work!

Redefine how your company gives and receives feedback
and takes care of appraisals.

Performance management appraisals enable great work!

Redefine how your company gives and receives feedback
and takes care of appraisals.

Performance management appraisals enable great work!

Redefine how your company gives and receives feedback
and takes care of appraisals.

Turning employee feedback into better performance

Your people are your company's biggest asset... and, often, its largest expense. In order to retain and support your people, you must deliver feedback and appraisals regularly.

Review and reward, regularly

Most employees want to know how they're doing and where they can improve. But how can you expect employees to improve if you only offer constructive feedback once or twice a year ?  Giving feedback to your employees more often is less intimidating for all involved, and this way of working will help you and your colleagues set better goals.

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 areas where they may need additional support.

According to BetterWorks, employees who review their goals ten or more times over the course of a quarter are 21 % more likely to achieve them compared to those who check their goals infrequently. By holding regular, goal-driven feedback sessions, employees can really focus on what matters to them and to the business. And, by recording this information it is easier for managers to keep track of performance and then reward employees accordingly.

Unlocking the value of learning reviews

J.T. O’Donnell, CEO of career and HR coaching company Work It Daily, suggests HR managers who dislike traditional forms of performance management (like appraisals) hold regular learning reviews with new talent.

“An employee comes to you and presents exactly what they’ve learned over three months, six months, a year,” she explains. “They talk about what they’ve learned and how they’ve grown, and specifically how what they’ve learned has made them grow and do their job better.”

Learning reviews should be held within the context of the individual’s ability to contribute to the company’s revenue and performance overall.

Even if you prefer a more traditional process, there’s still scope to evaluate the learning milestones of your team within the context of performance feedback and appraisals.

“You want your employees to be able to come to you and say, ‘This past year these things that I did worked out great, and these is the results I got, and these are the things that didn't work out,” explains Jeanine. “This is what I learned from it as well, and this is how it’s going to help you as an employer.”

What is performance appraisal?

A performance appraisal is a review that takes place between an employee and his or her line manager. During this discussion, both parties discuss what worked and didn't work during the previous working and review their goals and objectives for the forthcoming period. Typically, a performance appraisal is documented and discussed by all involved parties.

Advantages of a performance appraisal

During a performance appraisal, both parties have an opportunity to review existing or set new goals. They can also discuss their career objectives including promotions. Employees can highlight where they need guidance or training. Managers can provide support to help employees succeed. They can also address performance-related issues before they can become serious. Regular performance appraisals facilitate better communications between involved parties and motivate employees to work harder and succeed.

Types of performance appraisal

Common performance appraisal types include:

  • General appraisal
  • 180-degree appraisal between raters at the same level
  • 360-degree appraisal between raters at various levels
  • Employee self-assessment
  • Manager performance appraisal
  • Project evaluation based on agreed key performance indicators or deliverables

Performance appraisals of various types may take place weekly, bi-weekly, monthly quarterly or annually. They can be held in-person, over the phone or via a conferencing system. Typically, regular performance appraisals offer more benefits as they afford more opportunities for parties to communicate.

Create a feedback culture

More frequent feedback helps with employee engagement, development, and fairer pay, because managers better understand how their people are doing.

Adopt a modern approach to the employee appraisal process
Incorporate feedback, positive and negative, with a performance management solution and build a complete picture of an individual's performance.
Realize the power of crowdsourcing
Although crowdsourced feedback is a new HR concept, research suggests that employees see crowdsourced feedback as more accurate than a traditional approach to the performance review. 
Introducing Sage Business Cloud People
It's a single solution for every aspect of employment from performance management, to talent management, to appraisals and more.