Getting Managers And Employees To Take Performance Appraisals Seriously

Published April 4, 2006

Theoretically, performance appraisals are supposed to be beneficial to both employees and employers.  But in reality, most employees don't look forward to their annual performance appraisals.  Part of the problem could be the managers who give them.  In a study conducted in 2006, Adecco Staffing North America found that less than half of American workers (49%) feel that managers take performance reviews seriously.  Even fewer, only 44%, say they receive constructive feedback during evaluations.  Follow this advice for getting employee performance appraisals back on track.

Performance Appraisal Advice for Managers

Provide regular feedback.  The formal performance evaluation should not be the first time an employee hears about what he/she is doing well on or what he/she is failing miserably at.

Prepare for it.  Determine the message you want to send to the employee, which should be based largely on the feedback you've previously provided.  Is it: Keep up the good work?  Or: Shape up or else?  Or is it: Take it to the next level.  Gather evidence to support your side.  There should not be any (major) surprises for the employee during the performance appraisal.

Be specific.  The more information employees have about what they need to do, the better equipped they will be to do it.  For example, instead of saying, "Your last report wasn't very good," say, "Next time you write up a report, make sure you include X, Y, and Z," advised Adecco.

Give employees adequate notice.  Employees should also have an opportunity to prepare.  They should come to a performance review meeting ready to discuss their goals, e.g., more responsibilities or a promotion.

Carve out time for the appraisal.  The discussion should not be rushed or interrupted. 

Pay attention to your communication skills.  An effective performance evaluation requires you to be clear and concise; honest, but not brutal; an active listener; and emotionally neutral.

Give employees the opportunity to comment.  The survey revealed that 47% of workers would feel better if the review process was a two-way street.

Performance Appraisal Advice For Employees

Employees can also do their part to ensure the effectiveness of performance evaluations.  Pass along these tips before employees' appraisals.

• Be prepared to discuss performance highlights and lowlights.
• Set goals for the future.  Make suggestions on what the manager can do to help reach those goals.
• Understand management expectations.  What's in the job description?  What are the performance standards for each task?
• Keep emotions in check.  Avoid becoming defensive and reacting negatively to criticism.  Focus on the future and how to improve in the criticized areas.
• Ask questions.  This helps foster understanding.
• Be flexible.  Keep an open mind to suggestions made during the performance review process.

Related Topic(s): Discipline & Performance Issues/Performance Appraisals