Performance appraisal tools

The purpose of the informal performance appraisal is to reduce staff turnover, to increase productivity in a positive manner, and to ensure proper upward communication.

They can be used to improve the performance of your staff by providing objective information or ‘feedback’ on how they are doing i.e. what they are doing well and which areas of their work require attention.

Performance appraisal is part of the process of creating a self-controlling workforce. The emphasis should be on recognising and rewarding strengths.

Regular (monthly) performance appraisals are the conduit for communication and feedback, upwards and downwards, throughout your business. They could be considered as the building blocks for how your business is managed.

An effective performance appraisal process is one of the key people management systems needed in your business – necessary so that you can get the work/life balance you may be seeking, put your business under management or lay the foundations for expansion.

The essence of an effective appraisal is the proposition that if people know where to go they are more likely to get there. Add to this the idea that people will be more keen to do something if they have thought it out for themselves rather than having it imposed upon them, and the picture is complete. An effective appraisal requires the manager and subordinate to:

1. Agree on the targets and standards of performance the subordinate should achieve.

2. Review results against the targets or standards and agree where improvements are needed and how they should be achieved.

3. Agree on new targets or standards.

Performance appraisal goals must be SMART (Specific, Measurable, Attainable, Realistic, Time defined) – see SMART goal section below.

We recommend that you use these monthly Informal Performance Appraisals as natural part of the process of management to motivate, train and develop your staff.

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