HomeHome SearchSearch MenuMenu Our productsOur products

How to overcome the three common pitfalls of performance appraisals

by , 12 June 2014
If you're one of the many companies who'll be conducting performance appraisals in the next few weeks, listen up.

There are three common pitfalls you MUST avoid when doing them.

Continue reading to find out what they are so you can get the most out of your reviews.

Three performance appraisal mistakes and how to fix them

#1: Performance appraisal mistake: Giving surprise feedback

Managers often wait until annual performance reviews to give feedback, says Surveyshack.com, a company specialising in improving business performance.

Solution: Feedback must flow in both directions all year long, not just at review time, says the site. To avoid surprising employees during their annual reviews, make an effort to communicate with direct reports on a regular basis. Your employees must know where they did a great job AND where they need to improve.

*********** Top rated product ***************

Do you have a poor performer?

Here's what you need to do to dismiss him correctly without landing at the CCMA.

Find out more here.


*****************************************


#2: Performance appraisal mistake: Delaying or cancelling reviews

Some managers dread performance appraisals. As a result, they keep on cancelling them. Big mistake.

Employees lose respect for managers who don't perform timely reviews and the biggest impact will be on actual performance.

Solution: Conduct performance appraisal regularly. Regular, constructive reviews are an essential part of improving performance at work. Employees who don't know that there are problems with their performance won't be able to make improvements.
 

#3: Performance appraisal mistake: Reviewing employee performance based on one opinion

If you go at it alone, you won't be able to give comprehensive feedback.

Solution: Experts behind the Practical Guide to Human Resources Management recommend you use a 360-degree performance appraisal to overcome this pitfall.

With a 360-degree performance appraisal, you get input about an employee's performance from different sources. This means your performance appraisal will be more objective and fair.

Now that you know all about common pitfalls of performance appraisals, make sure you avoid them.

*********** Recommended Product ************

The First Performance Review Software Available in South Africa

In accordance with the 2014 Labour Law


The Performance Review Software helps you determine quickly and accurately:

- your employees' skill levels;
- how every employee contributes to overall business performance;
- the training and skill enhancing requirements for every one of your employees;
- how to properly motivate your employees;
- the required disciplinary measures.

Click here for more information.


******************************************

Vote article

How to overcome the three common pitfalls of performance appraisals
Rating:
Note: 5 of 1 vote


Related articles




Related articles



Related Products