Introduction Some performance appraisal systems require the completion of long and detailed forms. Other way of measuring staff performance are much less formal and structured. But whatever system you follow there are some traps you must avoid to ensure success. 1. Lack Of Focus On Performance You’re measuring how well an employee has achieved job goals:…
Category Archives: Performance Appraisal
Staff Performance Appraisal: One Question Makes It Readily Achievable
Introduction You can have meaningful performance appraisal based on one question alone. One question: that’s all you need ask. Ask yourself. Ask the employee. Of course you also have to know how to find the answers. That’s another good reason to ask the question. The Question “How will I know that the job’s being done…
Performance Appraisal: Measuring Staff Performance Successfully Without Forms
Introduction The term “performance appraisal“ usually means filling out forms, reviewing employees’ work, a formal interview and planning development or remedial activities. And it’s often a hassle. It shouldn’t mean any of that. Performance not Politeness Formal appraisal systems often ask managers to comment or rate all sorts of things that can be difficult to…
Small-Medium Business: Avoiding The Behaviour Trap In Staff Appraisal
Introduction It’s hard to ignore the behaviour of your people when you’re trying to measure their performance. And it can be difficult to separate behaviour from performance. Measuring behaviour not performance is the trap you must avoid. The Difference Between Behaviour and Performance “Behaviour is what you take with you. Performance is what you leave…
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