What Your Approach To Managing Appraisals Says About You

When it comes to workplace appraisals, it’s easy to assume that the attention is focused squarely on the employee you’re evaluating.

However, the tables can be turned here, as your approach to appraisals can reflect on you as a manager. Two years ago, workplace appraisals were even branded pointless for most employees, so your colleagues will undoubtedly question your aptitude if they arrive at a similar conclusion about your assessments.

So, what is the correct way to manage things here? What does your approach to appraisals say about you? Well, any of the following qualities could be judged while the appraisal you’re overseeing is underway.

How Invested You Are

Appraisals can either be a run-of-the-mill bore or an exciting opportunity for career development. Your approach will determine either atmosphere.

Remember, appraisals are not mandatory by law, but they are excellent opportunities to review progress and invest in your worker’s careers. For instance, it is a perfect opportunity to evaluate pay increases and bonuses and let employees know that their efforts are not going unnoticed.

Instead of bombarding your employees with a list of demands, try to focus on ways you can help them too. Consequently, you should be able to build worker satisfaction and potentially even reduce staff turnover. In the end, as appraisals are optional, it is vital to make them count.

How Competent You Are

You may be ready to unleash some tough love on slacking employees. However, if you have organised the appraisal to a subpar standard, the only person leaving the meeting room with an egg on their face is you.

To prevent any shortcomings, make use of 360 appraisal software, as it will help you to stay organised. StaffCircle provides comprehensive feedback templates, which HR managers can easily use to create structured appraisal questions and score specific aspects of a worker’s performance. 360 appraisal software also uses automation, creating templates at a time of your choosing that also remind you of upcoming meetings, thereby saving time.

Not only must you be organised, but you should use the appraisal smartly also. Ask calculating questions, offer constructive feedback, and resolve crucial matters your employee is experiencing. The appraisal is not an opportunity for idle chatter and passing the time, so spend every second wisely. Your employees will know you take both the business and their performance seriously after that.

How Confrontational You Are

Managers always face the insurmountable task of being firm but fair. That balance is crucial in maintaining worker wellbeing.

If you are too relaxed with your employees, there is a real risk that some of them will cease to respect you. They may not turn in their best performances and interpret your calm for sheer apathy.

However, if you’re too harsh, then your workers may be looking for a different job at the earliest opportunity. A work culture of fear and dread can be born of this.

Therefore, your approach to the appraisal should be balanced. A focus on specificity should help. Instead of relying on vague conjecture, draw on evidence and data to inform your judgments. Try to be objective rather than subjective where possible and leave personal feelings out of the equation. Employees can’t object to the facts.