Career Testing
Career Testing
Career Testing
WORKPLACE / JUL. 24, 2013
version 2, draft 2

5 Mistakes to Avoid in Appraisals

As an individual working at a managerial or supervisor role, it is your responsibility to follow correct protocol and perform employee appraisals on a regular basis. The purpose of these appraisals is to identify key issues, as well as applaud progress and achievement of the employee. Furthermore, employee appraisals provide employees with the opportunity to offer feedback about your management style – thus helping your improve at work.

Check out these 5 mistakes that you should avoid in performance appraisals of your employees:

#1 Avoiding Difficult/Uncomfortable Issues

The first and foremost issue that is tackled during a performance appraisal is problems in the workplace. Managers are advised to carefully consider the dynamics of the office and try to identify any issues that may be breeding in the department. One way of doing this is by observing the attitude of employees – towards work and each other. Make sure that you make a point to address these issues by offering advice and support.  

#2 Not Performing an Appraisal At All

Many managers tend to completely overlook the importance of employee appraisals. This is not only a testament to their terrible managerial skills, but it demonstrates their incapability to take constructive criticism from their employees. A manager who does not take the initiative to conduct employee appraisals is one that doesn’t care about their employees – that’s the simple truth. So make the time and effort to help make your department more productive and motivated.

#3 An Ill Prepared Appraisal

Appraisals are hard work and require the manager to make a certain amount of effort for their employees. It is advised that you allocate some time to reviewing the individual’s work, their progress and their achievements before you begin the appraisal. By doing so, you not only prepare some questions but you also refresh your mind about their accomplishments in the workplace and how you would like to see them develop.

#4 Inflating Praise about Performance

It is recommended that you conduct performance appraisals twice a year (every six months). This allows managers to stay connected with their staff and monitor their progress closely.  While praising and commending employees about their accomplishments is an important part of appraisals, it is vital that you don’t go overboard with it. Keep it simple and to the point as this will make your words carry more weight. 

#5 Ignoring Feedback of the Employee

Employee appraisals are a time to discuss issues in the workplace and identify key goals for the future. Along with this, they also are an opportunity for managers to ask their employees feedback about their own progress. If an employee offers you negative comments on your managerial methods, you should take it seriously and not get offended. It is advised that you accept the criticism and learn from it, rather than using it against the employee. 

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