Performance appraisals have been a staple of business management for decades. In the past few years, some companies have done away with the formal appraisal process. However, even if a traditional performance appraisal template has proven ineffective, employees still need to know where they err and where they excel. With this goal in mind, a good performance appraisal form or checklist can help proactive managers give ongoing and regular feedback.
The Society for Human Resource Management reports that companies are increasingly doing away with appraisals. At a first glance, it may seem like the time to get rid of your company’s employee appraisal form. However, this trend is a niche movement that does not reflect the general practice.
On further investigation, SHRM shares that 91% of employers conducted performance appraisals in 2018. Compare this to 96% in the previous year. There is also a segment of performance appraisals that are growing. In 2016, 42% of companies had quarterly informal performance check-ins. In 2017, this number grew to 50%.
When improperly conducted, no performance appraisal is as good as a bad one. Some human resources professionals argue a bad performance appraisal may even be worse. It can cause workers to feel micro-managed and underappreciated. Workers also experience high levels of stress and anxiety related to annual performance appraisals. When properly executed, however, employers and employees both reap the rewards.
The new trend of informal quarterly reviews may make it appear that you have no need for a checklist or form. However, what appears like an informal check-in for an employee should not begin as informal feedback from the manager. Otherwise, you miss the opportunity to note important achievements and key development opportunities.
Using a well-thought-out employee appraisal form is a great starting point, but it is not enough to ensure an effective and efficient performance review process. Here are additional practices to consider.