Seven simple steps to appraisals

Everyone hates appraisals

Performance appraisals, if badly structured and poorly managed, can cause significant damage and demotivate your staff sometimes to the point where they leave the organisation. It is reported that any negative feedback given within an appraisal that has not been handled well can seriously damage employee engagement, and once employee engagement suffers, the rest of the company will, too. As a result, there have been reports of some companies removing the formal appraisal process and replacing it with ongoing performance conversations and feedback – but the irony is that this is what a good performance appraisal should already be about! In this Manager’s Guide to the 7 Simple Steps to Appraisals, we look at how the appraisal should be a continuation of what is going on all year round and prove that it doesn’t have to be a once a year laborious tick box exercise for both manager and employee but an engaging summary dialogue to drive both development and results. Keep reading to find out in seven easy steps how to make your appraisals as successful as possible.

Download our managers guide “7 simple steps to appraisals” by following the link below.

Article provided by Actus™ software

Actus™ performance appraisal software is specifically designed to embed year round performance in your organisation. Award winning, highly configurable and securely hosted in the UK cloud. For more information, please visit  actus.co.uk