If all your performance appraisals make your employees sneer, become tense, or start expressing their grievances, you have a problem. These are indications that you are not carrying out your appraisals cordially.
Appraisals can attract different responses from different employees. However, within organizations, these meetings are responded to with a lot of negativity. Many managerial offices fail to understand the power behind an appraisal as well as how it can damage the confidence and overall performance of employees.
The power behind employee evaluations
Handling performance appraisal meetings is important. When done amicably, it can get your staff stirred up to reach their personal goals and those of the company. In most meetings, there are disagreements or tension that builds between the employers and the employees.
You need to be able to consider the aftermath of the appraisal. This is because your employees should always maintain a positive attitude of the organizations. In most cases, the employer ends up having the upper hand in the meeting and the employees becomes distasteful over their duties. Performance levels of an organization depend on how these meetings are conducted.
Biggest mishaps in performance appraisals by management officers
- Dictatorial talk
Once your employee reads any dictatorial terms from your conversation, they will automatically become defensive. This beats the purpose of the appraisal. You need to be able to allocate enough time for talking and listening. Give your employees more time to express themselves. Make the meeting more interactive and engaging. Deliver your message and corrections in a respectful manner.
- Balance the scale
Do not come out openly and demoralize the employees. Try to balance the information you are giving them. Talk about both the good and bad things that the employees are doing. Advise them on how to improve their work but also appreciate what they have already done.
- Know your employees
If you never spend time talking or interacting with your workers, it is impossible to strike a rapport with them. Before the appraisal, it is important to have interacted with them on a one-on-one basis. This will tell you more about their personality so that you understand how to handle them during the meeting. Go through all their personal information as well including their medical performance appraisal forms. It is embarrassing to talk to an employee without knowing any of their details. Once you have ample knowledge about them, you automatically make them feel comfortable and that the management appreciates them.