Article 6
YOUR FIRST PERFORMANCE APPRAISAL
It's a great feeling to start that new job and then in a few weeks you hear you will be given a performance appraisal. This can be very unnerving if you aren't familiar with the process.
A performance appraisal can range from simple verbal feedback and just a few words to guide you on a regular basis or to the other extreme a formal way of giving you feedback about your performance. The latter can be provided in several ways. Here are some examples:
1.You are given an appointment time and at this appointment you have a discussion with your employer on your work output and how you are fitting in to the organisation's requirements. You are asked how you believe you have performed your work and your employer will tell you what your manager believes. If you have provided the type of service the workplace wants you will be congratulated. If there is a need for you to improve performance there will usually be some discussion of what's expected and how you are expected to achieve what's required. There is usually a timespan given and there may be some training provided.
2.At the start of your employment you are given the policies and procedures of your workplace to go through and you may even have a workplace mentor to assist you to settle in. You are expected to follow these policies and procedures while you work. There may be a meeting within a few weeks of your employment to discuss your progress. This could be followed by a performance appraisal at any time from three to six months. You could be given a feedback sheet to comment on your own progress and you would take this to your performance appraisal. Your manager will make comments, often in a numerical grading such as 1 for poor to 5 for excellent. This grading is meant to give you an understanding of how your efforts are rated and where there could be some improvement.
3.You are employed on a three months contract and at the end of that period you know your performance will be reviewed and subject to the result you will either be "let go" or have your contract renewed. This can be quite threatening but if you know the businesses agenda and requirements you will be able to prepare yourself well. Contracts are often based on performing targets such as signing up 10 new clients each week, or cleaning 10 cars a day. These targets are based on the income or completion of tasks that the business wants to achieve. If you know these targets and polish up your skills at achieving them and whatever else is required it will be quite clear you are capable of the job.
Performance appraisals should never have unexpected results. If a staff person isn't performing the way the manager wants it is too late to address this first at the review. A staff member needs regular feedback and recognition of good work as it happens. So the performance review should be the event when plans are made for the next period rather than a "roasting" session.