Are Your Managers Stepping Up?

While often loathed by managers, performance appraisals remain one of their most important tasks.

Problem is, the hectic schedule of today’s workplace often provides an all-too-easy out for delaying this important business. As a result, many managers simply don’t provide adequate – or timely – feedback to their staffs. So when performance appraisal time finally does come, reviews can be based on feedback so dated as to totally surprise employees or produce flawed results.

Performance appraisals shouldn’t be a once-a-year exercise but considered part of the everyday job of management. Making them a priority worth the time can reap big dividends in productivity, performance and morale.

Monthly or even weekly informal discussions can help employees learn strengths and identify weaknesses. If deficits are critical, discussions can include the need for additional training or an assessment of whether the job is a good fit for both the company and employee.

Without the proper focus and attention, performance appraisals can be done for the wrong reasons and with the wrong perspective, processes or products. In contrast, open, two-day communication emboldens employees to recommend improvements or highlight problems that need attention.

Making performance management part of the everyday routine is good for everyone—giving managers a clear roadmap for tracking yearly progress while giving employees the regular guidance they need for career success and growth.

Source: SHRM February 2003