The effectiveness of performance management systems depends on how employers and employees conduct performance appraisals. Companies with many employees integrate performance software that eases the workload for HR directors. The advancement in technology has introduced software such as Insperity, ADP Workforce Now, and Namely that assist employers in performing employee review processes. The software delivers real-time reports just like manual interaction between employer and employee. The software also stores the results for later review by other managers and administrators. However, even with such programs and software, employees need to uphold efficient performance conversation strategies. The subsequent paragraphs provide tips on writing performance appraisals that can improve employees’ performance and productivity.
Employers should provide specific statements when writing employee reviews. Instead of using generalized statements, employers should point out the exact problem in the performance of the employee. For instance, instead of reviewing that the employee lacks proper cooperation and teamwork, the employer should highlight the specific examples that demonstrate the employee’s inadequacy. The employer should also provide examples of how the employee should have reacted to particular situations so that the employee will understand whether the problem lies and how to exhibit excellent cooperation skills in future.
Employees should ensure that they remain relevant when writing appraisal forms. The employee should address the issues and achievements that affect their job description and roles in the company. Employees should not discuss other departments that do not involve them. Employees should also keep track of all their achievements. Every employee needs to have a tracking document that outlines all their successes. After conducting the performance evaluation, employees should attach the tracking document to the appraisal report. These documents help the managerial and administrative departments to reward the employees accordingly.
Employees should use confident language when writing their appraisals. However, they should avoid sounding too overconfident but instead, use the right tone with specific describing words and correct sentences. Performance appraisals determine promotion, salary increments and bonuses; therefore, employees should use assertive language that presents them as worthy candidates for better job positions and company benefits. Employees should use specific and straightforward grammar instead of burdening the evaluator with jargon and clichés that do not communicate coherently. Employees should use short, brief and precise statements instead of long and constant sentences that become monotonous to the reader. The employees should proofread their work to check for spelling mistakes, punctuation and comprehensiveness. Employees can make use of proofreading tools such as Jargon Grader and Grammarly.
Employees should remain honest throughout their performance evaluation. They should highlight not only their successes and achievements but also their points of weakness. By highlighting weak areas, employees should take advantage and explain to their supervisors the lessons they learnt from their failures and the plans of action they set to avoid recurrence of the same disasters. Recognizing personal flaws and shortcomings exhibit the ability to learn and grow and gains one more trust and likeability with their supervisors. Employees should also maintain high levels of professionalism when writing their performance appraisals.
Employers of managers deliver feedback to the employees after conducting performance appraisal reviews. Company heads provide feedback in different ways. While others choose to send reports through emails or letters, others prefer face-to-face feedback with their employees. Employers should conduct face-to-face feedback effectively to avoid making the employees feel as if they are unethically criticizing them. Employers should begin by explaining the purpose of the input. Through this process, employers tell their employees that feedback is not always negative and is mostly towards improving performance on particular tasks and projects, and rewarding employees on the tasks that they have accomplished.
Employers should ensure that the stress on the positive reviews of the employee’s performance by mentioning the employee’s triumphs towards realizing the company’s goals and objectives. Employers should also commend skills such as excellent communication skills, proper attendance, planning, and organization, among others. The employer should also focus on the employee’s productivity and avoid making comments about their personality. Employees often feel demotivated when their superiors criticized their nature, and it is therefore advisable that employers should refrain from making such comments. Employers should, therefore, provide feedback concerning the employee’s actions and not the employee as an individual.
Employees should provide feedback that is precise and definite by highlighting the specific areas that they require the employees to work more. Employers can suggest solutions and ideas that the employee can incorporate when working on other tasks and projects. Employers should also offer the employees an opportunity to express themselves and respond to the feedback. Finally, employers should ensure that they finish the meeting on a positive note. The employer can offer words of encouragement of possible solutions for challenges that the employee may encounter while working in the establishment.