Employee Appraisals and Accountability
Employee appraisals is letting your employees know what it is that they are and are not doing well.If you are not giving any kind of performance appraisal at least once a quarter, then you are not you continue ignoring your company, as well as the employee. If an employee doesn’t know what they are doing wrong or that they could still use some improvement in an area, how will they understand their actions? If they are not working to increase their job performance, isn’t that damaging to your business? Your employees do not read minds. You have to communicate openly and honestly.
Establish clear performance expectations that are aligned with desired business results
Hold employees accountable for clearly defined key performance indicators, objectives and behaviors
Evaluate performance over a period of time looking for patterns of needed improvement
Provide meaningful feedback celebrating successes and helping improve where needed
Define measurable performance factors and objectives that align with business strategy and drive desired behaviors and results.
Customize your appraisal form or automate the entire appraisal process.
Communicate expectations, track performance, hold employees accountable, and conduct impartial, consistent reviews.
HR Service Employee appraisals deliverables
Clearly defined performance criteria and measures
Clearly defined individual job objectives
Management by objectives system
Guidelines to implement the performance appraisal and conduct the assessment
Communication and implementation strategy that delivers results
Conducting effective performance appraisal guidelines
Career planning and employee development tools
According To the Harvard Business Review
In an article written by the Harvard Business Review,
It is widely recognized that there are many things inherently wrong with most of the performance appraisal systems in use. The most obvious drawbacks are:
- No matter how well defined the dimensions for appraising performance on quantitative goals are, judgments on performance are usually subjective and impressionistic.
- Because appraisals provide inadequate information about the subtleties of performance, managers using them to compare employees for the purposes of determining salary increases often make arbitrary judgments.
The positive results of employee accountability through Employee appraisals:
- improved performance,
- more employee participation and involvement,
- elevated feelings of competency,
- increased employee commitment to the work,
- greater creativity and innovation, and
- higher employee morale and satisfaction with the work.