Arranging an effective performance appraisal process requires profound consideration and preparation. Before everything starts, it is worth asking yourself a whole lot of questions that may help to avoid our and employees’ frustration.
Below you will find a set of questions inspiring to look at performance appraisal from different angles.
WHY?
Why do we need performance appraisal?
- What is the main objective of performance appraisal process of a given person in a given period of time/ project?
- What additional objectives should the process fulfill?
- What is not an objective and what should not happen during the process?
- What should be the company’s/ manager’s profit?
- What will be an employee’s profit?
- How the HR department may use this process to build personal and development policy?
WHAT?
What should be the effect?
- What should be the effect of such a process?
- What should be appraised?
- What conclusions should be drawn?
- What should be the final effect for a manager?
- What should be the final effect for an employee?
- What information should the HR department obtain?
- What information should be appraised on the level of departments/ company? What should it mean and why?
- What kind of post-appraisal conclusions may help in building the company’s/ department’s strategy?
HOW?
How should the appraisal be conducted?
- Who should be involved in the performance appraisal process?
- How much time can a manager devote to the appraisal?
- How much time can an employee devote to the appraisal?
- How much time can an invited to the process person devote to the appraisal?
- How often should the appraisal take place?
- Who is responsible for starting and conducting the process?
- Which tools will be used?
- What and when should happen?
- Who should have an access to particular documents?
- How should the documents be stored?
- Who is responsible for the overall results summary?
- Who obtains what kind of information?
- What happens after the process finishes?
MAKE SURE TO CHECK…
Is the process optimal?
- Does the process summarize what it should?
- Is the process necessary?
- Who and why needs this process?
- Isn’t the entire process too long?
- Does the process enable exchange of important information?
- Do we ask too many questions?
- Are all of the process parts and applied forms comprehensible?
- Is it easy enough?
- Does the process guarantee the achievement of objectives?
- Is the appraisal’s objective, in spite of its form, comprehensible?
- Is the process adjusted to the character of our people and company?
- Will the managers like the process?
- Will the process be valuable for the employees?
- Will all the parties be satisfied with the form of the process?
- Will all the parties get the meaning of the process?
- Do the managers have appropriate competencies to conduct this process well?
- Do the employees have necessary knowledge about the process?
- Do we use obtained information?
- In what other way can we use the information and appraisals?
Good luck!