I am approached fairly regularly to give employment references for people who have worked for me. This is something I am generally happy to do, provided it concerns an ex-employee whose work warrants a favourable reference. However, there can be awkward situations where the ex-employee’s work did not meet expectations. Such situations call for good judgement and a fair amount of sensitivity.
Most businesses have an annual appraisal system where, at a particular time of year (generally, at the end of the year), an employee receives feedback for all his work during the year. Many businesses also operate a performance-related pay model, linking the outcome of an employee’s appraisal with a possible increase in salary or other benefits. So, quite apart from the importance of giving feedback to improve performance for the employee and the business, the outcome of the appraisal could also have a direct impact on the employee’s salary prospects.
If handled right, performance appraisals could make a very positive impact on your employee, and, consequently, deliver great results for your business. However, if not handled right, they could be counterproductive, leading to poor morale, and even a loss of confidence in the appraisal system.
It is therefore vital to get it right. In this post, I will highlight three top tips for giving successful performance appraisals: