Five Tips For Staff Appraisals
Regardless of the age of your staff (some people believe that Gen Y don’t want to know) they want to know if they are doing a great job. If you believe your greatest asset in your business is your people, then you will conduct a fair and impartial appraisal of each of your Team every year – maybe even twice a year.
These tips will help make it a successful experience for everyone:
- Don’t surprise your team by ‘springing’ the appraisal on them. Have them scheduled into your annual calendar.
- Have agreed key performance indicators (KPIs)which mean there is an objective appraisal of performance.
- Have your team self-evaluate their performance based on their job description and give them an opportunity to raise any issues about performing their role.
- At the conclusion of the appraisal put a plan in place for personal development and lock in a time in 6 months to monitor progress on that development plan.
- Do not link ongoing employment, termination, promotion of salary changes based on the result of the appraisal.
Justin is the Managing Director of Active Management, which he began January 2004. He offers coaching to businesses worldwide in everything from start up and design to marketing and sales systems. Justin also facilitates four Australian and New Zealand ‘fitness industry roundtables’ events, which allows him to see a huge cross section of business models.
Great info 🙂 A fool proof method works every time even with large staff numbers in areas like group fitness. I also like the staff to self evaluate via a structured process and the we see what what areas we matched on or not. It gives them food for thought regarding their own strengths weaknesses and work ons and usually we are not so far apart 🙂 A time frame to rectify or work on these changes is established and all info documented for the next assessment. Guess what? Staff feel like they have contributed towards and take ownership of their own personal development and work towards their new goal 🙂 Win Win