HSBC Knowledge Centre : Performance appraisals

06/02/2015 16:50

Performance appraisals
Maintaining employees focus and motivation is essential if they are to make a full contribution to
your business.
Performance appraisals actively involve employees in understanding what is expected of them. By
setting agreed objectives - and later reviewing the results - each employee is responsible for his or
her own performance.
This briefing outlines:
1.
2.
3.
4.

The benefits of using performance appraisals.

What to include in the self-assessment form you give to employees.
How to prepare for the appraisal meeting.
How to conduct, and follow up, the meeting.

1 Benefits of appraisals
In the rush of everyday work it can be difficult to manage all your employees well.

1.1 By clarifying the employees key objectives, you make it possible for the
employee to achieve or exceed them.
You can use a personal development plan approach to increase the desire of the employee to
improve.
You use each appraisal to set new objectives with the employee.

1.2 By recognising achievements during the previous period, you create the
motivation to achieve even more.
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HSBC Knowledge Centre : Performance appraisals

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motivation to achieve even more.

Actually saying well done or thank you may seem unimportant to you, but acknowledgements
like these are extremely important to the employee.

1.3 By identifying and correcting problems, you improve the employees

productivity.
An appraisal provides an insight into the work being done and the employees who are doing it.

1.4 By asking for feedback and ideas, you find out how to improve your business.
You can receive useful feedback on your performance as a manager, including your
management of other employees.
Appraisals show your employees you care about their problems, aspirations and views. Done well,
appraisals boost employees confidence and help them focus on their objectives.

2 Self-assessment questionnaire
Let the employee know well in advance when the performance appraisal will be. Ask the employee to
complete a self-assessment questionnaire for you as part of the preparation.

2.1 How well have you performed since your last review?
What were your key objectives (see 5) and did you achieve them?
What problems did you encounter?
What did you do really well?
In which areas do you think you could improve your performance?

2.2 How would you rate your own skills?

What are your strengths and weaknesses?
Are you well organised?
Can you work on your own initiative?

2.3 Are you a team worker?

How well do you get on with others in your team?
How well do you get on with others in the company?

2.4 How is your attitude to work?

What do you find most or least interesting in your job?
Do you have any interests or abilities which could be better used?
How flexible are you?
How punctual, reliable and committed are you?

2.5 What do you think your key objectives for the next six months should be?
What help and training do you need?

3 Managers preparation
Prepare a plan for the appraisal meeting.

3.1 Review the employees completed self-assessment questionnaire.

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HSBC Knowledge Centre : Performance appraisals

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3.1 Review the employees completed self-assessment questionnaire.

Identify the important issues and focus the appraisal on them.

3.2 Review the performance appraisal report which was written following the
previous appraisal (see 6).
Note which objectives have - and have not - been achieved.

3.3 Think about the big picture, as well as operational issues.

For example, the career or training opportunities that are open to the employee.

3.4 Work out your objectives for the appraisal.

For example, if there is no opportunity for promotion, your goal may be to maintain the
employees commitment and motivation.
Deal with any recent one-off problems before the appraisal.

3.5 Have examples (or other evidence) ready to back up the points you wish to
make.
This shows the employee that your concern is a reasonable one.

3.6 Write down your meeting plan for the appraisal (see 4).
The less you have worked directly with the employee, the more effort you need to put into the
preparation stage. For example, you may need to seek feedback from other people.

Appraising under-performers
Carrying out an appraisal of an employee who is under-performing requires particular skill.
Tackle problems as and when they arise, rather than waiting for an appraisal. The appraisal is
then a review of known problem areas.
Confirm what the minimum targets and standards are that the employee should be reaching.
These will have been set at the previous appraisal, or earlier.
Compare the employees performance with these targets and standards, which must be
measurable. Provide specific examples and evidence of under-performance. Focusing on
performance makes heavy criticism (if necessary) much easier, and helps you avoid personality
issues.
Be supportive, constructive and fair. Look at the problems from the employees perspective. If
you are in a disciplinary situation, follow the correct disciplinary procedures to avoid possible
litigation by the employee. Continual monitoring of the employee after the appraisal is crucial,
to secure the improvements that were agreed.

4 The appraisal meeting

Appraisals should allow employee and manager to express their views freely and frankly. The eight
steps outlined below should help you achieve this.

4.1 Explain the agenda (your plan) for the meeting, and what you hope to achieve.
Put the employee at his or her ease.
Start on a positive note by praising the employees work in general.
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Start on a positive note by praising the employees work in general.

4.2 Ask the employee to talk you through the self-assessment (see 2), focusing
on the areas which you have identified as being the most important - typically the
key objectives.
Employees can be over-critical of their own performance. They may also identify problems you
were not even aware of. This makes your role much easier. You can focus on helping the
employee to find the solutions, rather than having to point out all the weaknesses and
problems.

4.3 Add your own views about the employees performance.

Take every opportunity to acknowledge achievements and hard work.
Be clear about which areas of performance need improvement.

4.4 Discuss the problem areas and come up with solutions together.
Ask the employee to explain why the problem has occurred. Then ask the employee to suggest
a solution, which may match your own ideas.
Look beyond the symptoms to the root of the problem. For example, a problem might stem
from lack of confidence, lack of training, or something unrelated to work.

4.5 Review the employees long-term career plans, if these have changed.
This may unearth new problems or opportunities. For example, you may realise that the
employee is looking for another job - in which case you need to either persuade him or her to
stay, or make plans for what will happen when the employee goes.

4.6 Consider the employees training needs.

4.7 Discuss and agree a new set of key objectives for the next period (see 5).
Decide when the next appraisal - or interim meeting - will be.

4.8 Discuss any ideas for improving the effectiveness of the performance
appraisal process.
The employee may feel that the process has been unfair in some way.
Aim to spend twice as much time listening to the employee as you do talking. Much of the skill of
doing effective appraisals lies in your questioning technique. If you ask open questions (eg what do
you think about?), and show genuine interest, most employees will be happy to talk at length.

5 Setting key objectives

The whole appraisal cycle is built around setting, reviewing and then re-setting key objectives.

5.1 Each objective should be SMART - specific, measurable, agreed, realistic and
time-limited.
Each objective must be in an area over which the employee has control.
Give each objective a deadline.
To be a good salesman fails the SMART test in every way. But, to add at least five new customers by
the end of the year might be a suitable objective.
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the end of the year might be a suitable objective.

5.2 Many elements of the job may already be covered by set standards.
For example:
In an office, you may have standards for answering the phone (within four rings) or handling
sales queries (within 24 hours).
For many blue collar employees, much of the appraisal will be focused on reviewing the achievement
of standards.
For example, a delivery driver might be reviewed primarily in terms of reliability, promptness and
breakages.
All the general points about appraisals still apply. A van driver needs support and motivation - and
has potentially valuable feedback and ideas - like every employee.

5.3 Involve the employee in setting objectives.

Otherwise there is a danger the objectives will be unattainable, or simply ignored.

6 Following up
6.1 Immediately after the meeting, write up the performance appraisal report.
This summarises what has been discussed and agreed, including:
The objectives set for the next period.
Any commitments you or the employee may have made. For example, you might have offered to
train the employee in a particular task.
The report may include numerical scores for various categories of activity.

6.2 Give the employee his or her own copy.

There should be no surprises. Check that the employee agrees that what you have said is true
and fair.

6.3 Give a copy to your own line manager or another third party (such as the
personnel manager) to review.
If several managers in your business conduct appraisals, this is a vital check for fairness and
consistency.

6.4 There should be an appeals procedure in place, for employees who feel that
any part of the appraisal process has been unfair.
6.5 Performance management of the employee is an ongoing process for you.
Monitor the employees progress towards the objectives that have been set.
Keep using the supportive, collaborative approach that you used for the appraisal.

7 Who appraises who, when?

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7.1 It is common practice for employees to be reviewed by their line managers.

If your appraisal system is ineffective, it is probably due to the poor skills of the managers
conducting the appraisals.
Train your managers in appraisal skills.
Train your employees in appraisee skills,so that they can contribute effectively.

7.2 Bottom-up appraisal is a more comprehensive approach.

Each employee is appraised by subordinates, as well as a line manager.

7.3 A 360-degree appraisal is more thorough still, taking in feedback from

subordinates, colleagues, superiors, and customers.
One advantage of this approach is that the appraisal is less vulnerable to bias.
A disadvantage is the sheer amount of time the process consumes.

7.4 The optimum frequency of appraisals depends entirely on the circumstances.

At the very least, they should be once a year.
If you are trying to motivate a team and drive the business forward, quarterly appraisals may be
more appropriate.
An employee who is new, or has moved into a new role, may initially need more frequent
appraisals.
Another employee, who has done a routine job for several years, may only need one appraisal a
year.

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