REQUISITE HR MARCH NEWSLETTER
PREPARING FOR ANNUAL PERFORMANCE APPRAISALS Performance
Formal appraisals
management is the overall
generally occur as a stand
process of setting clear
alone, once a year event
measurable objectives for
but can occur more
employees and managers
frequently depending on
which are linked to the
the administrative
organisation’s strategic
support and the system
goals. Part of this process
the organisation uses.
is the performance
Unfortunately it’s
appraisal. The ultimate
unrealistic to measure
goal of performance
performance accurately
appraisals is to identify
over a year without the
and bridge the ‘gap’
proper steps in place to
between actual and
document and measure
desired performance.
performance. For small to
They should be part of an
medium sized businesses
integrated and holistic
there are a few simple
system of evaluating,
things you can do when
developing and managing
preparing for annual
individual performance.
performance appraisals.
REQUISITE HR MARCH NEWSLETTER
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9 steps for appraisal preparation 1. Set transparent, realistic, achievable performance standards when a person commences a role. Do this with a position description that is agreed upon by both parties and review regularly. 2. Have regularly scheduled meetings through the year about what is expected by both parties. This creates an opportunity for feedback so that when the formal evaluation takes place, there are no surprises. 3. Create an open door culture, so that the employee can speak to you about their performance at any time and gain the required support. 4. Approach the process in a positive manner, focusing on how to achieve beneficial outcomes for the company and the employee. 5. Ensure fair and equitable treatment of employees by documenting and being transparent about the process. This will also help with dispelling the mystic and dread that is often associated with appraisals. 6. Be consistent. Don’t have the position description say that you will measure performance in one way and then have the performance documentation measure their performance in a different way.
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...continued 7. Be prepared for your meeting. Monitor employee performance throughout the year and keep regular notes so that you can provide feedback that is supported by accurate and appropriate examples. Notes can be samples of work, verifiable comments from customers, colleagues and subordinates or quantitative measures like productivity or stock control. 8. Give the employee an opportunity to be prepared: a. Encourage the employee to keep regular notes throughout the year, so that they can provide supportive evidence as to their performance. b. Ensure that the employee has the appraisal documentation ahead of time and given the opportunity to spend time on a self review. 9. Be objective. Focus on the work performance and whether it is meeting or exceeding the required standards. Do so, without bias or any personal feelings you may have for the individual.
FIVE CONVERSATIONS: A NEW APPROACH The majority of employees and managers find performance reviews a stressful, costly, time consuming process that focuses on filling out forms, rather than a seeing it as a positive value-adding opportunity which can be beneficial to both the employee and the company. If you want to consider a new way of approaching annual performance appraisals, contact Requisite HR today to learn about Dr. Tim Baker’s unique ‘Five Conversations Framework’. This is a new viable alternative to traditional appraisal reviews. It is designed to allow the employee and manager to have a meaningful, collaborative and constructive conversation about performance management related issues. It is in these types of conversations that we will truly improve the performance of our employees, our managers and our businesses.
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MONTHLY COMPETITION! Now that you're an expert in the Performance Management basics, answer the following question to go in the running to WIN: "Who Designed the Five Conversations Framework?"
a)Dr. Sheldon Cooper b)Dr. Who c)Dr. Tim Baker
ON I T I T PE COM O
Submit your answers via private message on our
RE T E H CK CLI R ENTE
Facebook page or you can email the answer to info@requisitehr.com.au. Terms & Conditions apply.
You review your staff for performance but when was the last time you reviewed your website’s performance? Contact Louize Rose (0407 040 410) from Lollipop Digital Media and quote "RHRMarch" to redeem a free website performance review. TERMS & CONDITIONS OF COMPETITION: Each monthly competition's closes 30 days from the published date. Each person may only enter once per month. Answers must be submitted via Email or private message on Facebook. The first 3 people to correctly answer the question will receive 4,3,2 points and every other participant after the top three will receive 1 point. All points will be kept in a tally and added to throughout the year. Competition winners will be announced via Facebook or Email and prizes will be awarded in December 2016. First Prize: Veuve Clicqot Champagne (valued between AUD$99.95-$69.99), Second Prize: Johnnie Walker Platinum Label Scotch (valued between AUD$98.95-$70.99), Third Prize: Godiva Signature Truffles (valued at AUD$50.00). Competition organisers can terminate or exclude entries if they do not meet the T&Cs of the competition.
Requisite HR Pty Ltd ABN: 35 606 293 476 www.requisitehr.com.au
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