The document discusses performance appraisals, including why they are needed, how to set objectives, review performance, lead appraisal discussions, determine ratings and development plans, and follow up. Performance appraisals are important for business needs, optimizing resources, analyzing performance quantitatively and qualitatively, providing feedback, and fostering communication. Objectives should be specific, quantifiable, and challenging. Regular reviews improve personnel, motivate employees, and build stronger teams. The discussion should recognize achievements and set goals for future periods. Ratings and development plans are recorded, and follow up ensures support and commitment.

1. Amit Murugkar
Evolve Training & Development
Performance Appraisals
@amurugkar

2. Appraisals
 Why do we need them?
 How to set objectives?
 Reviewing performance
 Leading the appraisal discussion
 Ratings, Development plans and Remarks
 Recording & Follow up
@amurugkar

3. Why do we need them?
 Business constantly demands high performance
 Optimize resources
 Quantitative and qualitative analysis
 Focus on business needs, performance &
development
 Feedback
@amurugkar

4. Benefit
 Deeper Job clarity
 Key Result Areas (KRAs) / Management by
Objectives (MBOs) and Shared values & desired
skills– Fosters communication about things that
matter
 Assessment
 Recognition
 Feedback
 Achievement orientation
@amurugkar

5. How to set objectives ?
 Identify important miles for each KRA / MBO
 MAP – My Action Plan, individual involvement
 Set clear expectations jointly with team
 Specific & Quantifiable e.g. achieve 43% growth in
3 top key accounts in focused product group over PY
 Challenging to raise the bar
 Objectives have action, timeline and result
@amurugkar

6. Reviewing Performance
 Monthly, quarterly checks for half yearly
assessments leading to annual review
 Prepares well for changes in goals e.g. currency
changes / taxes may impact product costing, may
require review of profit targets
 Regular constructive feedback improves personnel
quality
 Regular review should be simple with emphasis on
KRAs, Objectives and progress
@amurugkar

7. Review…
 Continuous reviews motivates employees
 Self review of set objectives will encourage
achievement focus
 Quick review of important incidents will provide
time to improve certain behavior, will enhance
good performance
 Regular constructive reviews builds stronger
teams
@amurugkar

8. Leading the appraisal discussion
 Preparation for appraisal
 Assessment of on the job performance
 Both the reviewer and reviewee should be prepared
 Reviewee should be fully familiar with the system
 KRAs / MBOs vs achievement
 What helped achieve / hampered the progress
 Supporting data
@amurugkar

9.  Introduce system and make review comfortable
 Request for overall self assessment of
performance
 Involve reviewee during discussions
 Request for feedback
 Maintain openness and acceptance
@amurugkar

10.  Conducting the discussion with utmost seriousness
will yield high returns
 Recognize the good performance of employee
 Supervisor has to listen actively and communicate
patiently for arriving at the realistic view of the
performance
 Individual development is important part of the
discussion, benefits organization & employee
 Set the tone for future discussion on goals for
forthcoming period
@amurugkar

11. Ratings, development plans & remarks
 Process of rating an individual should be
transparent
 For each KRAs, appropriate weightage points can
be allocated
 For qualitative rating such as evaluation of
performance on mix of shared values of the
organization & desired skills for the position,
separate allocation of weightage points is
recommended
@amurugkar

12.  Average of individual ratings and supervisor ratings
on quantitative and qualitative aspects of
performance can be the final rating of an individual’s
performance
 Based on the discussion, review and ratings,
individuals strengths can be summarized by an
individual and supervisor.
 Key development areas to be identified and
support in terms of training / coaching should be
planned and recorded in the appraisal
 Overall review will be summarized in few key
remarks for records
@amurugkar

13. Records & follow up
 Records during appraisals:
 Ratings
 Strengths of individual (top 3)
 Major notable achievements (top 3)
 Areas of development (top 3)
 Development plan / support (trainings, coaching etc)
 Remarks summarizing the performance
 Future goals
 Commitment from management
@amurugkar

14.  Follow up on:
 Rewards and recognitions
 Agreed areas of support from management
 Individual’s commitment to build on strengths and develop
essential skills
 Individual development plan
 Commitment from top management
 Future performance objectives
@amurugkar

15. Presenter is founder director at Evolve
training & development, an organization
development consultant, motivational trainer
and change agent.
For any feedback or queries feel free to write to him on
:
amit@evolvetraining.co.in
@amurugkar