| Performance Appraisal Systems |
Organizations throughout the world are quickly moving towards performance appraisal processes, which include a variety of assessments and team performance appraisals. Assessments can assist individuals in identifying unique talents or strengths, potential weaknesses and areas for improvement. This information is invaluable for both the individual and manager during the performance appraisal process.
Performance appraisals fall into two categories, informal and formal. Informal performance appraisals are considered to be day-to-day coaching. Formal performance appraisals are usually conducted every six to twelve months and possibly more frequently if a peer appraisal system is in place.
Conducting performance appraisal is key to performance management within an organization. They provide input into administrative decisions, including salary adjustments, retention, job responsibilities and promotions. They can assist with the development of employees, especially in the area of higher performance and goal setting.
Effective communication is key to get the most out of a performance appraisal system. Understanding the behavior and attitudes of the person being evaluated will help with communication barriers and lead to a more effective outcome.
The SI behavioral reports are designed to increase self-awareness and to identify possible strengths and limitations. Knowing this information allows a person to determine stress points and eliminate potential productivity blockers.
In addition to using the behavioral reports, SI has created the Personal Interests, Attitudes and Values report, which allows individuals to identify personal motivators. When everyday activities satisfy personal motivators, a person’s productivity will increase.
Peer review is a team performance appraisal system designed and implemented by the team. Behaviorally, we know that people see others through their own "behavioral eyes" which can greatly affect the performance appraisal process. In other words, a team member could easily receive a sub-standard performance appraisal just because he/she did not “connect” behaviorally with the supervisor. A team appraisal system allows the team to evaluate each other and to evaluate the managers.
Assessment-based performance appraisals can be extremely effective within an organization. It is important to have the right amount of information when evaluating an individual’s performance on the job.
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