Performance Appraisals


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Call Sindhu/Sidharth
QLL training, Bangalore-080-41663430
Senior, Training and Development Consultants for IT

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Performance Appraisals

  2. 2. PA Objectives Documentation Organizational Maintenance Promotions Training and development Pay scales & Pay raise Constructive criticism and guidance Administrative uses HR programs Communication
  3. 3. Fundamentals of Performance Management <ul><li>Shared Responsibility </li></ul><ul><li>Plan, Monitor And Review </li></ul><ul><li>Ongoing Developmental Process </li></ul><ul><li>Motivational Exercise </li></ul><ul><li>“ OBSERVE And EVALUATE An Employee In Relation To PRE-SET Performance Standards </li></ul>
  4. 4. What Is Appraised? <ul><li>Individual Task Outcomes </li></ul><ul><li>Behaviour </li></ul><ul><li>Traits </li></ul><ul><li>Collective Outcomes </li></ul><ul><li>Collective Processes </li></ul>
  5. 5. Appraisal By Objectives <ul><li>Set the organization’s goals </li></ul><ul><li>Set the departmental goals </li></ul><ul><li>Discuss developmental goals </li></ul><ul><li>Define expected results </li></ul><ul><li>Performance reviews </li></ul><ul><li>Provide feedback </li></ul>
  6. 6. 5 key Components of Appraisal/Review <ul><li>Planning and Preparation </li></ul><ul><li>Starting the Meeting </li></ul><ul><li>Discussion </li></ul><ul><li>Closing </li></ul><ul><li>Follow-up </li></ul>
  7. 7. Planning and Preparation <ul><li>Gather Your Appraisal Information and Materials in Advance </li></ul><ul><li>Make a List, Organize the form and your examples </li></ul><ul><li>Appraises should look at their last review notes, and collate any &quot;well done&quot; emails from suppliers, clients or co-workers as ammo. </li></ul><ul><li>Be familiar enough with your ratings and comments to talk about them without reading them </li></ul><ul><li>Prepare for atleast two weeks before the appraisal meeting </li></ul>
  8. 8. Planning and Preparation <ul><li>Take responsibility </li></ul><ul><li>&quot;How can you and I help to move my career forward </li></ul><ul><li>What knowledge, skills and attitude do you need to be successful? </li></ul><ul><li>What has gone less well? What do you feel were the reasons for this? </li></ul><ul><li>What have you learned as a result of these difficulties? </li></ul>
  9. 9. <ul><li>“ How performance appraisal meetings are conducted dictates the effectiveness of the entire process” </li></ul>
  10. 10. Appraisal Discussion “ Only 13% of employees and managers, and 6% of CEOs, think their organization's performance appraisal is useful” &quot;The manager and you should spend only about 30% of the time discussing the past and 70% talking about future performance,&quot;
  11. 11. Appraisal Discussion <ul><ul><li>Opening the appraisal discussion </li></ul></ul><ul><ul><li>Using questioning techniques </li></ul></ul><ul><ul><li>Self-assessment </li></ul></ul><ul><ul><li>Closing the appraisal discussion </li></ul></ul>
  12. 12. Handling the Appraisal Discussion <ul><li>Remember that the appraisal meeting is a discussion and a dialog between you and your supervisor. </li></ul><ul><li>Ensure that you understand the purpose and format of your performance appraisal discussion </li></ul><ul><li>Maintain good eye-contact, attentive posture, and a professional manner. </li></ul><ul><li>Listen and take notes. </li></ul><ul><li>Reflect back to your supervisor your understanding of what your supervisor said. </li></ul><ul><li>Compare the actual specific performance results and behaviors to the standards. Stay away from blaming others and making excuses. </li></ul>
  13. 13. Handling the Appraisal Discussion <ul><li>Emphasize strengths, as well as areas that need improvement. </li></ul><ul><li>Be honest and take responsibility. </li></ul><ul><li>Provide your ideas on how to resolve problems. </li></ul><ul><li>If you don't agree with your supervisor, ask for specific examples. </li></ul><ul><li>Set goals, expectations, and standards together for the next appraisal. </li></ul><ul><li>Discuss development and training needs. </li></ul><ul><li>Tell your supervisor what you need to do your job more efficiently. </li></ul>
  14. 14. Q uestioning Techniques in Appraisal <ul><li>For testing their understanding (asking yes/no questions) - closed question -They give you facts </li></ul><ul><li>Open questions -They ask the respondent to think and reflect, they will give you opinions and feelings , they hand control of the conversation to the respondent </li></ul><ul><li>Funnel Questions-Finding out more detail about a specific point by starting on a general discussion </li></ul><ul><li>Probing Questions- to help you understand a statement they have made. At other times, you need additional information for clarification </li></ul>
  15. 15. <ul><li>5. Leading Questions </li></ul><ul><li>With an assumption </li></ul><ul><li>By adding a personal appeal to agree at the end </li></ul><ul><li>Phrasing the question so that the &quot;easiest&quot; response is &quot;yes“ </li></ul><ul><li>giving people a choice between two options, both of which you would be happy with, rather than the choice of one option or not doing anything at all. </li></ul><ul><li>leading questions tend to be closed. </li></ul><ul><li>6. Rhetorical Questions </li></ul><ul><li>People use rhetorical questions because they are engaging for the listener - as they are drawn into agreeing </li></ul>
  16. 16. Closing an Appraisal Discussion <ul><li>Have a long-term plan -What are you going to work on during the next period, to improve yourself within these areas? </li></ul><ul><li>A performance review is NOT a day-long workshop mixed with therapy </li></ul><ul><li>It's better to split money from personal development </li></ul><ul><li>What additional responsibilities would you like to assume, to help you to develop yourself? </li></ul><ul><li>Agree to the SMART objectives for the next period. </li></ul>
  17. 17. Follow up <ul><li>Agree to SMART objectives for the next period. </li></ul><ul><li>Discuss the individual’s personal development-your needs to support the achievement of these objectives. </li></ul><ul><li>Discuss the support you would like from them </li></ul>