Simplified but Frequent Performance Appraisals are the key

I thought that this week I would add a specific piece to last week’s blog on the need for transparent communication.  An essential part of this communication is the regular execution of performance appraisals.  These no only keep employees engaged, but are very powerful at enhancing productivity for companies and especially for companies that conduct them more than once a year.

Performance appraisals should not be complicated H/R initiatives or they can risk being viewed as inconvenient for both parties.

They are best when they are reduced to their very simplest and purest form.

It is like an executive summary which hits the basic points for a very effective presentation.

This simplicity was once referred to me as a “sh** sandwich.”  This is the practice of surrounding criticism by compliments.  The first compliment serves to ease any tension or anxiety regarding the meeting.

It also acts to build confidence for the employee.

The criticism is the area that needs to be addressed to help both parties achieve their respective goals.

The second compliment acts as a positive reinforcement after the possible sting caused by the criticism.

It also re-establishes a positive mood to the meeting and leads in to a comfortable close.  The process is really that simple.

This year I had a client that was unhappy with the performance of an employee and she had all but written off the employee as to having any future with the company.

She decided to conduct a performance appraisal in order to start the dismissal paperwork needed for the eventual termination.

The client conducted a quick performance appraisal and then called me about keeping an eye out for an eventual replacement for the employee.

Much to the client’s surprise, there were drastic improvements in the employee’s performance and now he is no longer at risk of losing his job.

There seemed to be some cultural communication issues that were able to be rectified and the client is absolutely kicking themselves for not conducting the performance review sooner.

Do not wait until someone is underperforming in their role before starting performance appraisals or performance improvement plans (PIP’s).  They are intended just to keep employee documentation trails for Human Resource departments.  Performance appraisals are for driving KPI’s (Key Performance Indicators), fostering employee growth, reiterating company goals and allowing for a very effective coaching session which usually provides immediate performance results that benefit both parties.

Farewell,

Mike