| Make appointments for performance appraisals because the review process takes preparation and time. Formally scheduling appraisals protects managers from having workers claim to be surprised or ambushed by an evaluation. Whether you do them quarterly, twice a year, or annually, performance appriasals must include regularly assessing each employee’s personal work and progress. Self assessment, manager’s appraisal, peers and client input are all valuable data that can be gathered to give a well-rounded picture of the employee’s performance. Appraisals should evaluate “what” employees achieve, in terms of activities the organization measures differently fo reach person, including work responsibilities and goals, competencies, behaviors, individual capabilities and promotion worthy considerations. |
