Structure appraisals in company as CEO
As a CEO, you need employees to help you run the company and hence you need to appraise these employees on how they are doing atleast once a year. Structuring appraisals in your company is a crucial responsibility to ensure that employees are motivated, engaged, and performing to the best of their abilities. In this post we will discuss some steps that you need to take to make sure that the appraisal process runs smoothly. This will in turn create a high productive company culture and will take the company to new heights.
Have clear objectives
The first step in structuring appraisals is to set clear objectives for the appraisal process. Determine what you want to achieve through the appraisal process, such as improving employee performance, identifying training needs, and recognizing employee achievements.
Choose an appraisal method
Study different appraisal methods and adopt practices which are most inline with the culture of the organization. Do not use the bell curve appraisal method. There are different other appraisal methods you can use, such as 360-degree feedback, performance metrics, and self-assessments. Choose the method that works best for your company and the specific needs of your employees.
Try new things
People are complex beings and you cannot assume that what worked previously will continue to work. Always keep experimenting and see what works and discard things that do not work. Rigidity brings death to the company.
Establish a timeline
Decide on a timeline for the appraisal process, including when appraisals will take place and when feedback will be given. Communicate this timeline to all employees so they can prepare for their appraisal. Decide to either complete the appraisal process before December or before March and almost complete the process before the deadline.
Provide training
Train your managers, staff, HR and everyone who will be part of the appraisal process. Provide them with training on how to give feedback, how to identify strengths and weaknesses, and how to set goals for improvement. Do not assume that they will do a good job of the whole process. Appraisal process involves high emotions and human communication, so always assume that it will be a mess. Provide clarity on how the specific points in the appraisal discussion reflect company values. If required hire external experts to monitor and provide points of improvement.
Provide feedback and set goals
Provide a framework so that employees receive detailed feedback, focusing on both their strengths and weaknesses. Be specific in your feedback and provide examples to support your points. Provide training on how to structure and provide feedback to the managers and how to receive and set goals for improvement. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART).
Learning and Development
Setup the learning and development team under HR functions in case you don't already have one. The primary use is to track the employee feedback and make sure that training is given to the employees to ensure that they succeed in their career.
By following these steps, structure appraisals in your company effectively and ensure that employees are motivated, engaged, and performing to the best of their abilities.
