Understanding Employment Performance Appraisals

While it should be standard policy, not every company endeavors to reward proficient employees for their added efforts. Performance Appraisals are a vital facet of any organization and encourages employee loyalty as well as growth. Nothing is more empowering for an employee than to receive constructive feedback pertaining to the employee's individual performance.

While most employees don't like to be 'policed' it is an employer's responsibility to lead each individuals along a sustainable career path whilst employed by the group. Performance appraisals usually reward those for out-performing their employer's expectations as well as pinpoint problem areas. By facilitating performance reviews on an annual basis, an employer is able to assess an employee's strengths as well as their weaknesses.

By identifying areas where additional training and career development is required benefits both the employee and employer in a symbiotic manner. By assessing and appraising employee performance ensures that each party is aware of their role in the company as well as how their contributions are being assessed and monitored. Most employees are particularly intimidated by the idea of having a one-on-one with their employer detailing areas of excellence as well as weakness.

Performance reviews are in fact not something that you as an employee should fear. These provide the perfect opportunity to raise problems and queries with your employer. Over and above addressing problem area's as mentioned before, these are in fact positive feedback sessions ensuring that the employee and the employer are both on the same page.

The Purpose of Performance Appraisals.

While performance reviews are an all encompassing assessment of an employee's contribution, there are in essence three components' that motivate the facilitation of performance appraisals; individual evaluation of an employee's contribution, the facilitation of training and career development and organizational forecasting in response to the employees performance.

Employee Measurement and Reward.

Each employee is unique in the way that they perform. What works for one may not work for others. Performance reviews clearly define areas in which the employee excels and areas where they are weaker. By facilitating performance reviews, managers are able to measure individual contributions relevant to each employee's role. Whether the outcome indicates under performance or over performance by the employee, this is vital information to a manager in order to base promotions, salary increases and further company investment in a particular employee.

Training and Career Development.

Measuring employee's strengths and weaknesses makes further training and career development possible and uniquely refined. It is in the organizations best interests to ensure ongoing training and career development of each of their members of staff. Not only do performance reviews explain areas where training may be required but they too explain unique motivator's specific to each employee. Each individual is motivated by different resources. For some it is more money, others a display of company investment in their human resources and others are motivated by things completely unrelated to the company itself. Tapping into distinctive ways of keeping employees motivated ensures optimum productivity and empowers each employee and it is for this reason that performance reviews are of such vital importance.

Organizational Forecasting and Decision Making.

By facilitating performance reviews, businesses too are empowered. By understanding each individual that makes up a team, employers are able to plan and forecast career paths on a personal basis. By reviewing key performance areas of each employee, an employer is easily able to map a career growth plan for their employees and for the company as a whole. In order to make informed decisions pertaining to promotions and transfers, managers have a vested interest in ensuring the ongoing review of the staff that makes up the organization. This information is key to every manager as they have specific strategies in place that map out the overall success of an organization based on individual performance and dedication.

What does a Performance Appraisal Review?

While it is natural to assume that a performance appraisal appraises employee's performance, there is more to this than the obvious. Performance appraisals indicate unique factors that differentiate staff members from each other.

• Reliability - Performance appraisals indicate the reliability of staff and the level of dedication they have towards the organization. Consistency makes a good employee great! If a manager is assured of the consistent performance of an employee, they are assured of the consistent success of their organization. Your boss wants to know that he or she can leave you be and expect nothing but your undivided devotion to your tasks. By displaying a consistent positive performance in your roles and responsibilities shows where your loyalties lie and that you are a trusted member of the group.

• Differentiation - Your unique performance is a reflection of your individuality. As mentioned before, each employee is motivated and driven by different goals. Your individual display of outperforming colleagues and showing pride is what sets you aside from the mediocre employees. By reflecting your own pride in your work and your dedication to your role, differentiates you from the average employee.

• Lead by Example - By ceasing to impress during your performance reviews will indicate to your employer that you are committed to the cause of the business and have the ability to lead by example. Positive attitudes are infectious. The more of a positive culture an employee can instill in an organization, the better. By rewarding employees for their positivity as well as loyalty shows others that the employee-employer relationship is mutually beneficial and should be encouraged in all areas possible.

No amount of emphasis can be placed on the benefit of undergoing performance appraisals with your employer. Provided you have not been 'slacking' there is no reason to fear a performance appraisal and in fact employees should welcome the transparency that these instill. Communication is the key to the longevity of any long term relationship. Poor communication channels encourage insecurity and frustration for both an employer and an employee. Performance appraisals should rather be received by both parties as an opportunity to catch up with one another. In order for you to ensure a culture of consistent learning and career development, practice receiving constructive feedback and using this to your advantage in order to better your own situation and your current employment agreement.