Performance appraisals measure employee participation, job knowledge, initiative, relationships with co-workers, and quality of work. Objectives should be measurable, specific, and realistic. Reviews take place once a year, and employees can prepare by bringing documentation. Management determines whether the objectives are to reward or correct employee behavior and identify training programs. Some companies include employees in the goal-setting process. Performance measurement objectives can increase production volume and improve profits.
Performance appraisal objectives may include reviewing employee participation, job knowledge, initiative, relationships with co-workers, and quality of work. They basically measure whether an employee has achieved individual performance goals that reflect the company’s performance measurement objectives. A common objective of evaluating an employee might be to determine whether a salary or merit increase is appropriate.
Work reviews usually take place once a year to set objectives and performance review targets for the coming year. Managers hold formal meetings with employees to discuss what goals were achieved and where employees fell short. This is an opportunity for supervisors to address weaknesses and areas for improvement. It also offers a chance to reward employees who have achieved company goals.
These objectives may include increasing profits, customer retention or new customer development. An employee can prepare for the review by bringing documentation to show that he or she achieved the performance review objectives. This documentation can show how an employee achieved company goals throughout the year. An accomplishment log can also help deal with unwarranted criticism in employee appraisals.
It is generally accepted in the business world that performance appraisal objectives should be measurable, specific and realistic. Employees must clearly understand what is expected of them and how their performance benefits the company. If performance is not tied to a pay raise, employees should understand the company’s policy regarding raises and the purpose of annual performance reviews.
Management personnel typically determine whether the objectives of the performance review are to reward or correct employee behavior. They also identify the training programs needed to help employees achieve defined goals and make goals meaningful. Open communication, especially when the parameters of the job review process change, helps ensure that employees understand the reasons for reviews.
Some companies include the employee in the process used to set goals. This gives each team member a chance to discuss personal circumstances that might hinder success. For example, an employee dealing with a critically ill parent might want to discuss attendance goals. Problems with a difficult co-worker can also affect a worker’s attitude towards work. He or she can suggest training methods used to improve performance and benefits or lack of these benefits.
Some companies use performance measurement objectives to increase production volume and improve profits. Goals set for individual employees can allow them to use initiative to create ways to increase production without sacrificing quality or accuracy. Managers can set goals for an individual project and review performance after completion.
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