Annual employee appraisal – how to do it?
What to do to make the Employee’s Annual Appraisal properly performed?
Correct assessment of competences is not one of the simplest tasks, but it does not have to be an unpleasant necessity. It is enough to remember a few simple rules to make an assessment that will include the strengths and weaknesses of the employee and will help to set goals and the future path of development.
The annual employee appraisal is an important moment in the company, which can act as a strong motivational element, provide feedback necessary to establish new plans and goals. The annual appraisal can even be a strong incentive for an employee to stay in your company as it will show them new opportunities and directions. How to do it properly?
1. Think about your company’s goals
It is important to evaluate with the main goals and challenges facing the company in mind. Consider why you are making this assessment? What aspects will be key in it? Which skills and qualifications, both hard and soft, are the most important for your company? Having clearly defined expectations and assumptions will make it much easier to make an objective assessment.
2. Establish the appropriate criteria
As above, it is important that you establish appropriate evaluation criteria that are in line with your company’s goals and objectives. The most frequently assessed and universal criteria, however, include elements such as work organization, independence, punctuality or team communication. These are skills that count in almost any workplace. However, you should also take into account your knowledge and skills in a given industry or department.
3. Check previous ratings
It is worth having a look at the previously issued grades to be able to compare the employee’s previous performance with his current job. Has the employee developed during this year? In what aspects is he still not coping or what is his weakness? Is the person still motivated and willing to work, or has their employee development been neglected? Checking previously written information will help us make a comprehensive, complete assessment.
4. Assess on a regular basis
It will be much easier for you to make an annual appraisal if you record the most important events that took place with the participation of the employee or his achievements throughout the year. Skillbox, which allows you to add short employee reviews on a regular basis, can help you with this. Thanks to Skillbox, all the skills, competences, qualifications and authorizations of a given employee, you will have access to assessments of individual skills at hand. Our Competence Matrix is a tool thanks to which you will get rid of complicated tables in Excel – all functions necessary for an HR specialist are gathered in one program. It is also an extremely useful tool when you need to quickly replace a given person or prepare an up-to-date report on your employees.
5. Have a conversation with the employee
If you have the opportunity, it may be worthwhile for you to have an interview to discuss the assessment with the employee. During the interview, you can justify the assessment, show on specific examples at which moments you can see individual strengths of the employee or what he should work on. It will also be easier for you to understand the expectations of a working person or to establish a path of development together. Remember that clear and consistent communication is an absolute basis in the employee’s assessment.
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