Tag: Performance Appraisal

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Managing Processes

5 Proven Hacks for Employee Goal Setting

5 PROVEN HACKS FOR EMPLOYEE GOAL SETTING

By Obinna Kelvin Agomuo

Now performance appraisals have been done and we have already got acquainted with essential steps to take after a performance review. One of the key items to prioritize is goal setting for the next cycle. 

Setting goals is a fundamental practice that can drive both personal and professional growth. As employees transition from performance appraisal season, it’s the perfect time to reflect on the insights gained and look ahead. Whether a manager is guiding a team, or an employee is eager to chart their path, effective goal setting can be a game-changer. Here are five proven hacks to set goals that inspire action and lead to success. 

1. Align Goals with Company visions

The first step in goal setting is ensuring alignment with the organization’s broader objectives. When individual goals support the company’s visions, employees can see how their functions contribute to the larger picture. This creates a sense of purpose and motivation. For instance, if the organization is focusing on innovation, employees should set goals that encourage creative problem-solving and the development of new ideas. 

2. Make Goals SMART

A tried-and-true method for effective goal setting is the SMART criteria. Individual team members’ goals or deliverables must meet with the following to provide clarity and focus. 

  • Specific – Goals should be clear and specific. Instead of saying “I want to improve my sales,” I could say “I want to increase my sales by 20% in the next quarter”. Clearly define what needs to be achieved. Vague goals lead to vague results.
  • Measurable – Ensure the criteria to measure progress can be tracked and the outcome measured. This could be in terms of sales numbers, customer feedback, milestones, or deadlines.
  • Achievable – Set goals that are realistic and attainable. Overly ambitious goals can lead to frustration, while too easy goals can lead to complacency. 
  • Relevant – Ensure that your goals align with your aspirations and the company’s mission. This ensures that efforts are directed towards meaningful outcomes. 
  • Time-bound – Set a deadline for each goal. This instills a sense of urgency and helps prioritize tasks. 

For example, instead of setting a goal to “improve communication skills,” a SMART goal would be “to complete an advanced communication skills training by the end of Q3 and apply the techniques in team meetings.” 

3. Break Down Larger Goals into Smaller Tasks 

Large goals can often feel overwhelming. Breaking them down into smaller, manageable tasks can make them more achievable. This not only makes the goals feel more achievable but also allows for easier tracking of progress. For instance, if the goal is to increase sales by 20% over the next year, it can be broken down into monthly or quarterly targets. 

4. Establish Key Performance Indicators (KPIs) 

To ensure that goals are not only set but also met, it’s essential to establish Key Performance Indicators (KPIs). KPIs are measurable values that demonstrate how effectively an individual or team is achieving key objectives. They provide a clear framework for monitoring progress and making data-driven decisions. For example, if an employee’s goal is to improve customer satisfaction, a relevant KPI could be the Net Promoter Score (NPS). Regularly tracking KPIs helps in identifying areas of improvement and ensuring that efforts are on the right track. 

5. Consider Personal Development 

While professional goals are crucial, it’s equally important to consider personal development goals. These can include improving soft skills, learning new technologies, or enhancing work-life balance. Personal development contributes to overall well-being and can positively impact professional performance. For instance, setting a goal to “finish a stress management course by the end of Q2” can help improve both personal health and workplace efficiency. 

Ready to take goal setting to the next level? HumanManager Performance Management system enables capturing of agreed goals through KPI’s, update of KPI progress and other competencies rating. Schedule a Demo now! 

Categories
Managing Processes

Essential Steps to Take After a Performance Review

By Olamide Abiwo

Performance reviews are foundational for effective employee feedback; however, the critical question remains: “Are performance reviews enough to ignite employee productivity and transformational growth?”   

While reviews offer valuable insights into strengths and weaknesses, they can leave employees uncertain without a clear path forward. Simply understanding areas for improvement is not enough. The key lies in translating this feedback into actionable steps, going beyond the review itself, and fostering a culture of continuous engagement. 

Here is how to ensure your performance review process becomes a catalyst for positive change: 

1. Foster Open Dialogue 

Following a performance review, an open dialogue is vital – whether praising a stellar performance, addressing poor performance, or discussing termination. This allows both managers and employees to align their perspectives on performance, fostering mutual understanding and setting the stage for future actions. Confronting any issue head-on promotes a healthier work environment and prevents prolonged dissatisfaction. 

2. Recognise & Reward Great Work 

Employee recognition is not just about a pat on the back – it is a strategic investment in your organisation’s future. Recognise and celebrate performing employees to motivate them and instill a sense of satisfaction and responsibility. Positive feedback is a powerful motivator, reinforcing the value of their contributions. 

3. Set Smart Goals 

Goal setting within the performance review process transcends simply listing aspirations and aligning them with KPI’s. It is a strategic exercise that bridges past performance with future aspirations, fostering a sense of direction and purpose.  

Through collaborative goal setting, employees and managers work together to define SMART goals that are directly aligned with the broader organizational objectives, providing a clear roadmap to success. 

READ ALSO: 5 Proven hacks for employee goal setting

4. Redefine Roles & Responsibilities 

As employees grow, their roles and responsibilities should evolve. Annual performance reviews are an ideal time to discuss potential lateral or vertical moves. This can involve taking on new responsibilities or exploring different departments, ensuring employees remain challenged and engaged in their careers. 

5. Prepare for the Next Cycle’s Appraisal 

Start preparing for the next appraisal immediately. Keep a running list of achievements throughout the year, documenting successes as they occur with a robust performance management system or HRMS. This ensures that notable accomplishments are not overlooked, giving a comprehensive view of an employee’s contributions. 

“Positive feedback is a powerful motivator, reinforcing the value of their contributions”

Effective communication between employees and supervisors during the review process is crucial. Transparency and honesty are key to success and productivity. By fostering an environment of open dialogue and continuous feedback, you will drive meaningful change and empower your employees. 

Explore our demo 

Ready to transform your organization’s performance management process? Request a demo and take the first step towards empowering your employees. 

Categories
Managing Teams

10 Pitfalls to Avoid During Performance Appraisal

Performance appraisals have proven to be one of the best ways to improve employees’ productivity and enhance outcomes.

This periodic evaluation of staff performance provides feedback on their strengths and weaknesses, enhances subsequent output, helps identify and reward high-performing members of staff, and determines appropriate salary upgrades.

Despite its numerous benefits, a lot of mistakes — sometimes known as rater errors — from a supervisor’s biased viewpoint can result in low morale, anxiety, poor job satisfaction, or even loss of job. It is therefore pertinent that supervisors, managers, and human resources personnel understand these biases and how to eliminate them during appraisal exercises.

These few points present some of the pitfalls that must be avoided and how to overcome them:

1. Central Tendency or Grouping

In this instance appraiser rates staff in a not-too-good or not-too-bad category. This is unfair to employees who really deserve a higher grade.

In this light line managers should establish and agree on SMART Key Performance Index (KPI) at the beginning of the appraisal period and evaluate performance against these goals. Also, observable behaviour should be documented over the entire performance cycle through attachment of supporting document on HumanManager Management Software.

2. The Halo or Horns Effect

This occurs when the appraiser allows specific positive or negative factors related to the employee’s work affect the overall performance assessment.

Line managers should track, and document performance based on agreed KPIs daily, weekly, monthly, bi-annually, or annually. Identify specific behavioural attributes that support your ratings and be sure that none is influenced because it is particularly admirable or irritating.

3. Bias or Holding a Grudge

This is when the appraiser makes an employee suffer for past behaviour, irrespective of the positive output at work or when the appraiser judges the employee based on factors like state of origin, gender, religion, age, disability, weight, height, marital status, etc.

No fair rating can be gotten when subjective orientation is introduced. Line managers should ensure to focus on the employee’s work, not on personal matters, unless those personal matters affect the work of the employee. Check your perceptions for accuracy, fairness, balance, and consistency.

4. Recency

This occurs when an appraiser rates only recent performance, good or bad.

In order not to be focused on only the recent deliverables, line managers should keep track of performance and document observable behaviour over the entire performance cycle to get a balanced view. Ask others for their observations of the employee to see if they have different views.

5. The Sunflower Effect

This is when an appraiser rates employees high regardless of performance to make themselves look good or to be able to give more compensation.

The goal should not make any set of people feel good but improve and in turn give value, employees can justify ratings through tracked comments across set approval workflows for various levels.

6. Similarity Error

In many organisations, there are instances where employees share similarities with their managers. Some managers may even show a preference for these employees over those who exhibit different behaviors or ways of thinking.

It’s natural to feel more comfortable with individuals who resemble you, but you must be cautious as this inclination can impede the appraisal process. Maintain objectivity and incorporate diverse perspectives in the performance appraisal.

7. First Impression Error

This is the rater’s tendency to let their first impression of an employee’s performance carry too much weight in the evaluation of performance over an entire rating period.

Appraisals should support regular feedback, reports and trend analysis to help line managers and HR track employee’s rating over a period.

8. Compare and Contrast Error

This occurs when an evaluator compares the performance of two employees instead of assessing everyone’s performance based on absolute measurements. This approach can make an employee with a “good” rating appear mediocre when compared to someone rated as “excellent.”

Every employee possesses unique qualities, strengths, and weaknesses that make them distinct professionals. A fair appraisal cannot be achieved by attempting to compare one person’s abilities with another. Hence, managers should evaluate employees based on their individual performance against the standards and criteria that have been established for them.

9. Avoiding negative feedback

Many managers do not feel confident enough to have difficult conversations. But for growth to happen, there needs to be an honest discussion about the skill gaps your team members need to fill to be able to progress to the next stage of their career.

However, this doesn’t mean that negative feedback shouldn’t be handled with care. Prepare what you want to say in advance, rehearse it if needed or get some coaching to increase your confidence. Remember, good managers will set the bar high, but also provide the necessary support to reach objectives.

10. Concluding appraisals without feedback for improvement

This is when employees do not get comprehensive feedback after the appraisal exercise.

You can avoid this pitfall by using an automated appraisal system that allows for feedback. Always provide unbiased feedback about employees’ strengths and weaknesses, and even suggest helpful measures to boost outcomes.

Appraisal errors can cause your entire performance review programme to lose credibility among your employees. Consistent analysis of the process will help avoid this situation!

With HumanManager, you can enjoy a seamless and efficient performance management process that suits interactions within your organisation and among employees at all levels, as well as in the physical and virtual workspace.

HumanManager makes it a lot easier to achieve your organisational goals. Ready for a topnotch appraisal? Get started at https://humanmanager.net/features/performance-management .

Categories
Managing Processes

Errors To Avoid During Performance Appraisal

Performance appraisals have proven to be one of the best ways to improve employees’ productivity and enhance outcomes. This periodic evaluation of staff performance provides feedback on their strengths and weaknesses, enhances subsequent output, helps identify and reward high-performing members of staff, and determines appropriate salary upgrades.

Despite its numerous benefits, a lot of mistakes — sometimes known as rater errors — from a supervisor’s biased viewpoint can result in low morale, anxiety, poor job satisfaction, or even loss of job. It is therefore pertinent that supervisors, managers, and human resources personnel understand these biases and how to eliminate them during appraisal exercises.

These few points present some of the pitfalls that must be avoided and how to overcome them:

1. Central Tendency/Favoritism/Grouping

Challenge: The appraiser rates staff in a not-too-good or not-too-bad category. This is unfair to employees who really deserve a higher grading.

Solution: Establish and agree on SMARTKey Performance Index (KPI) at the beginning of the appraisal period and evaluate performance against these goals. Also, document observable behaviour over the entire performance cycle.

2. The Halo/Horns Effect

Challenge: Occurs when the appraiserallows specific positive or negative factors related to the employee’s work affect the overall assessment of performance.

Solution: Track and document performance based on agreed KPIs daily, weekly, monthly, bi-annually, or annually. Identify specific behavioural attributes that support your ratings and be sure that none is influenced because it is particularly admirable or irritating.

3. Bias/Comparison/Holding a Grudge

Challenge: This is when the appraiser makes an employee suffer for past behaviour, irrespective of the positive output at work or when the appraiser judges the employee based on factors like state of origin, gender, religion, age, disability, weight, height, marital status, etc.

Solution: Focus on the employee’s work, not on personal matters, unless those personal matters affect the work of the employee. Check your perceptions for accuracy, fairness, balance, and consistency.

4. Recency

Challenge: This occurs when an appraiser rates only recent performance, good or bad.

Solution: Keep track of performance and document observable behaviour over the entire performance cycle to get a balanced view. Ask others for their observations of the employee to see if they have different views.

5. The Sunflower Effect

Challenge: This is when an appraiser rates employees high regardless of performance, to make themselves look good or to be able to give more compensation.

Solution: Employees can justify ratings through tracked comments across set approval workflows for various levels.

6. First Impression Error

Challenge: This is the rater’s tendency to let their first impression of an employee’s performance carry too much weight in the evaluation of performance over an entire rating period.

Solution: Appraisals should support regular feedback, reports and trend analysis to help line managers and HR track employee’s rating over a period.

7. Concluding appraisals without feedback for improvement

Challenge: Employees do not get comprehensive feedback after the appraisal exercise.

Solution: Use an automated appraisal system that allows for feedback. Always provide unbiased feedback about employees’ strengths and weaknesses, and even suggest helpful measures to boost outcomes.

Appraisal errors can cause your entire performance review programme to lose credibility among your employees. Consistent analysis of the process can help avoid this situation!

With HumanManager, you can enjoy a seamless and efficient performance management process that suits interactions within your organisation among employees at all levels, as well as in the physical and virtual workspace. HumanManager makes it a lot easier to achieve your organisational goals.

Ready for a topnotch appraisal? Get started at www.humanmanager.net.