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Performance Management and Appraisal - Coggle Diagram
Performance Management
and Appraisal
1. Process Steps
Set work standard
Assess employees' performance
Provides feedback to the employees
2. Why Appraise
Performance
Used for pay, retention and promotion decisions
Links performance management to company goals
The manager can correct deficiencies and reinforce strengths
With appraisals, employees can review career plan
Training needs are identified
3. Who Should Do
the Appraisal
Peer appraisals
Rating Committees
Self - ratings
Appraisal by subordinates
360 - degree feedback
4. Potential Appraisal
Problems
Unclear standard
Halo effect
Central tendency
Leniency or strictness
Recency effects
5. Managing the
Appraisal Interview
Appraisal Interview
An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.
How to conduct
Prepare
Plan
Measure success
Date to complete
Coach
Guidelines to Conducting
Appraisal Interview
Objective data
Don't get personal
Encouragement
Agreement
6. Subordinate
How to handle
defensive subordinate
Recognise behaviour
Never attack defenses
Postpone action
Recognise limitations
How to criticise
subordinate
Critices in private
and never in public
Never mention this person
is "always" wrong
Criticism should be objective
and free of personal bias
Supervisor or the manager
should get agreement on
plan in order
to improve their performance
7. Employee Engagement
For Managers
Show them how their effort
contributes to the company
Engage with the employees but never
touch on their personal life
Make sure employees have all the
tools they need.
Be honest and more focus on
employees' strength
Let your employees give out their voice, view
and opinions in the company
Engagement rises when employees have an
opportunity to improve their careers