It's About On Job Performance, Not Form Filling
Performance appraisal is about measuring performance. It's not about filling out complicated forms which purport to measure performance. There's a huge difference.
Anyone Can Do It
Customers can measure performance. So can staff. They can measure their own and that of their colleagues. Trainees and apprentices can do it. Engineers do it all the time!
An Example of Daily Appraisal
I know of a one maintenance company that calls every customer the day after their tradesman's finished each job. In that call, the customer provides feedback on how well the tradesman's met company standards. Where the tradesman's done well, the customer's invited to provide a reference. The tradesman gains points towards a cumulative incentive payment.
The Absolute Essential
Simple, measurable performance standards are essential for daily performance appraisals. These must be in place whether the work involved is simple or complex. The production of a simple computer based report can be measured instantly by the person who produces it, provided the standards are clear. It can be as simple as "This report must include the following details... "
Complex Jobs
Before commencing complex jobs or projects, set the standards for successful completion of each stage. These can be built into the computer program. They can include measures of effective co-operation between individuals or groups.
What's It All About?
You as manager can forget "performance appraisal" in the conventional terms. You do need to learn two new questions. "What were the standards?" "Did you meet them"? Let your customers and staff get on with the business of measuring employee performance.
Value Of Customer Feedback
If you use some sort of customer feedback or response form, ensure that the questions elicit information related precisely to your standards.
What Else Do You Do Need To Do?
Firstly, get rid of obstructive and complicated processes and procedures that stop your people measuring performance. Ask your staff to tell you what these are. Be warned. Some of your pet ideas may go. You may have to improve your systems and teach your people to set and measure standards. But that's all. Trust your people. Delegate daily performance appraisal.
Conclusion
Make performance appraisal part and parcel of the everyday work of you and your people. Forget about the confronting interviews, the frightening forms and the career development speculation. You'll also find that the actual performance of your people will improve out of sight.
Performance appraisal is about measuring performance. It's not about filling out complicated forms which purport to measure performance. There's a huge difference.
Anyone Can Do It
Customers can measure performance. So can staff. They can measure their own and that of their colleagues. Trainees and apprentices can do it. Engineers do it all the time!
An Example of Daily Appraisal
I know of a one maintenance company that calls every customer the day after their tradesman's finished each job. In that call, the customer provides feedback on how well the tradesman's met company standards. Where the tradesman's done well, the customer's invited to provide a reference. The tradesman gains points towards a cumulative incentive payment.
The Absolute Essential
Simple, measurable performance standards are essential for daily performance appraisals. These must be in place whether the work involved is simple or complex. The production of a simple computer based report can be measured instantly by the person who produces it, provided the standards are clear. It can be as simple as "This report must include the following details... "
Complex Jobs
Before commencing complex jobs or projects, set the standards for successful completion of each stage. These can be built into the computer program. They can include measures of effective co-operation between individuals or groups.
What's It All About?
You as manager can forget "performance appraisal" in the conventional terms. You do need to learn two new questions. "What were the standards?" "Did you meet them"? Let your customers and staff get on with the business of measuring employee performance.
Value Of Customer Feedback
If you use some sort of customer feedback or response form, ensure that the questions elicit information related precisely to your standards.
What Else Do You Do Need To Do?
Firstly, get rid of obstructive and complicated processes and procedures that stop your people measuring performance. Ask your staff to tell you what these are. Be warned. Some of your pet ideas may go. You may have to improve your systems and teach your people to set and measure standards. But that's all. Trust your people. Delegate daily performance appraisal.
Conclusion
Make performance appraisal part and parcel of the everyday work of you and your people. Forget about the confronting interviews, the frightening forms and the career development speculation. You'll also find that the actual performance of your people will improve out of sight.
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