In the previous post, Faro discussed the importance of appraisals in the workplace. Indeed, yearly performance reviews not only help supervisors feel more honest in their relationships with their subordinates but also give employees chances to have a clear understanding of what's expected from them, their own personal strengths and a clear path for development. However, contrary to some organizations where employee performance appraisal is a much-awaited event in their employee’s life, the others view the performance review process as uncomfortable, unfair, uninspiring and invaluable feedback. What is the problem here? How to improve upon the fairness factor and thereby better ensure your employees accept the feedback? Today’s article will talk about this issue.
1. Design a performance standard
The performance standards require setting the criteria to judge the performance of the employees which should be clear, easily understandable and in measurable terms. Look at the job description of his position and compare the actual performance of the employees to his actual responsibilities. Emails from customers, supervisors on compliment or complaint are crucial in this process (which seem to be evidence for your conclusion). Additionally, performance appraisals should be clearly described in personnel policy, which are not biased against any race, color, sex, religion, or nationality, standardized for all employees and based on a thorough analysis of the job.
2. Compare actual performance with desired performance
This process includes evaluating, recalling, and analysis of data related to the employees’ performance, then compare his current performance levels either with his own previous performance levels. This most common form of performance appraisals which is considered effective because employees regarded themselves as fairer, especially on an interpersonal level. As a result, you can easily spot the strength and the weakness of members accurately, so that it eventually makes them strong if they are doing something wrong somewhere in that sphere.
Comparing one result with his peers’ results may be less positive as any difference is incommensurate. In an aspect, it could help your employees depict a negative deviation in the organizational performance and then they should rearrange the assignments they are working. But many employees will see it as a pressure that employers put on them to work harder and more effectively. This can lead to two – way impacts that hurt your company. Thereby, Faro doesn’t recommend you apply this form of performance review.
3. Discuss the results:
Giving appraisals feedback in wrong ways might result in negative impacts on your employees. They could feel under-rewarded, envious of other people, their productivity dropped significantly and there is also emotional outburst.
The sense of fairness and injustice is hugely powerful. Things such as salary, bonuses, and promotions must be distributed equally. If you are going to make the performance review social, then it should be shown how these bonuses are distributed and attached with evidence.
We highlight that the feedback should be given with a positive attitude, especially to the employees who performed worse. Their results should be communicated and discussed on a one-to-one basis which seems helpful to correct mistakes done and motivate for better performance but not to demotivate.
It is better to conduct Performance feedback task as professionally and as diligently as possible. And Faro has confidence that we are the best HR service provider who finishes this task in the right ways.