Performance appraisals (reviews) measure how well an employee is performing at work against specific measurement criteria.
They are important to your company as they can help you identify and remove any obstacles to achieving targets, and in so doing enhance overall performance in your company.
But before you implement a performance appraisal, you should first decide on which one is best suited to your company.
That's right! Did you know that there are seven different performance appraisal methods, each with their own advantages and disadvantages that can be used in reviewing your employees?
So be wise and clue yourself up right here with those seven methods and make sure to choose the one best suited to your company's needs.
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Two methods to choose for your company
Method#1: Traditional method (line manager review)
This is the most common performance appraisal method and it only involves you having to meet with employees you actually manage.
Here, you can ask an employee to assess her own performance, after which you'll set new goals and agree on assessment criteria for the future.
The advantages of this method are that you carry out the assessment and control the work flow and work environment. But a big disadvantage is that not-so-good relationships in the workplace can create lots of tension during the process.
Method#2: 360 degree feedback
This method involves getting feedback, on the employee's performance, from all relevant stakeholders (team members, reporting employees, managers etc.) she works with.
This can give you a more rounded view of the employee's overall performance.
The advantages of this method are that they offer a much-more complete picture of an employee's performance and so it is considered a more credible review.
But this process can be very time-consuming, and so this may not be viable for your company.
Do you want to find out what the other five methods are? Well, you should! Because doing so can help you make the best choices for you company.
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