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Four tips to make sure you get the best results from every employee performance appraisal

by , 15 July 2015
Both you and your employee usually dread performance appraisals. One study showed that 80% of employees are dissatisfied with the performance appraisal system.

As an employer, you might find it an extremely stressful process. But you can't just do away with performance appraisals...

Performance management is one of the largest contributors to organisational effectiveness. If you ignore it, you fail! It's important to view performance appraisals in a serious light to ensure they provide a platform for your employees to improve and grow, and ultimately improve your bottom line.

Here are some helpful tips to make sure every performance appraisal from now on is an effortless success!

Four tips to take into every performance appraisal

#1: Don't be afraid to criticise
It's true that many employees become defensive when receiving criticism. This can make it difficult for you as an employer to provide negative feedback. Be aware of this. Aim to give constructive criticism in a constructive way.
#2: Don't take personalities into account
Focus on the employee's performance, not his personality. Be careful not to rate someone better because they're a nice person. Or, alternatively, rate someone less favourable because they have a difficult personality.
Warning: 1 out of 3 dismissals are deemed as 'unfair' by the CCMA!
Chairing a disciplinary hearing isn't easy. With all the disciplinary codes and procedures you have to remember...
The roles and rules you need to adhere to...
The different questions you need to ask...
The different types of evidence that can legally be presented...
There are dozens of things you need to keep in mind to give each employee a fair hearing.
But what if I told you that chairing a hearing that follows the right disciplinary process is as easy as five simple steps?
#3: Never view a poor performance as a surprise
Meet with employees regularly. It's important to discuss their progress on goals and overall performance. During these chats, also ask if they need any training. They should know where they stand in relation to their performance.
#4: Give specific feedback
Ensure your employees know what you expect of them. Clearly define expectations and have a means to track or monitor them.
Implementing a steady performance appraisal system will strengthen your business's vision, mission and strategy. In the long-term, this will only result in growth!

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