Performance appraisal is an important and interesting time for every employee because this is the time when the performance of every employee is reviewed over a certain time period. This also involves feedbacks on his working and appreciating his dedication and work. But when managers send these appraisal letters there are all kinds of emotions seen amongst employees; some are happy as they have been fairly rewarded and some are disappointed as they have not received what they were expecting. Workers never utter a word when they have received a good hike but they always have complaints when appraisals don’t go as per their expectations.
Hence, it is extremely important for the managers to handle employees after their appraisal because it is essential for the organization and its performance. This article talks about some of these points.
Congratulate the ones who have received a decent appraisal
As a manager you must never forget to appreciate and congratulate the worker who has either good a hike in his salary or has been promoted. This is important as desires your acknowledgement and it works as a dose of motivation for him to work with more of dedication and enthusiasm to deliver better performance. Also a person who has worked with honesty, dedication and discipline throughout the year deserves to be congratulated and appreciated for this performance. It is a sweet gesture which infuses him with energy and zeal.
Attend the ones who have received a bad appraisal
These are the most sensitive employees at present because after for one year, they feel all their efforts have gone down the drain because the appraisal that they have received is not what they had expected. As a result of this, suddenly they become extremely negative about the organization, about the reviewing authorities and about their immediate supervisors and managers. Well, such a behavior is quite expected when you are expecting something big. Hence, it is the duty of the management to handle these employees with utmost care because the way they behave after a bad appraisal is negative and immature. You need to sit with them and ask them to look for reasons because of which they have not been able to achieve what they had desired for. As a senior, it is your duty to show them a positive path and ask them not to lose to lose hope. You must cheer them and help them revive their confidence levels so that they can start working with greater force. You need to tell them that thinking negative about the organization and fighting with your colleagues will not do any good to you.
Here are some steps which you must keep in mind while speaking with them.
- Help them find reasons for such an appraisal
It is very much important that you ask them to look into reasons because of which they have been given a bad appraisal. This will help them find negatives in their working which they can improve and give their performance a boost. Self introspection is something that they need. This will help them not to think negative about the situation rather find out reasons for failure so that they can develop and become a better person. And for sure they will be able to look at the positive side of the situation and take a lesson from what has happened. And you would also come to know if your worker is facing some problem while delivering his duties. This way you will become aware about the weak aspects of your organization which you can also improve. Such a session can be mutually beneficial.
- Ask them to speak their heart to vent out the frustration
It is important to help these candidates find a vent to let their frustration and irritation out. This will help them speak their heart out. What they feel about management, what wrong has the managers done to them and various other things will help them feel at ease. You can send them motivational mails and quotes to help them perform better and not lose hope. You need to encourage them to work better and read motivational books. You can even ask them to talk their heart and they will surely feel better. You can even guide them to do the right thing. You will have to be really very patient with them.
So keep all these points in mind to make sure that you are able to deal with your workers in the most effective way once they have been appraised. If the one who is happy is not appreciated then he feels sad and likewise, the one who is not satisfied is not counseled rightly then he may feel negative about the organization.
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Training is an essential part of any organization because it is the technique which is used for helping employees learn new technologies to hone their skills and enhance their capabilities in order to have better understanding and knowledge of various new things in the market. This is important for growth and development of employees and also for the organization. It is helpful in widening their ability to think so that they can come up with innovative ideas and think beyond the obvious so that they can become improvised and more beneficial resources for the company.
Here is this article to help you introduce training in your organization so that even you can enjoy workforce which is more skilled, talented and in synch with the present technologies and market trends. But before that you must understand that lots of money, time and energy goes into training individuals hence, managers must know about the weak areas of their teammates which require attention so that a well focused training program can be developed for them which caters these requirements. It can be for existing employees and also for the new entrants.
Let us have a look at the different methods of training which are used by organizations to make their employees competent.
On The Job Training
The best way to learn is in the practical world. On the job trainings have been designed keeping in mind this logic. They are given to employees at the office or the workplace by their managers or superiors. The superiors train their teammates regularly in order to tell them about new market trends, train them on new technologies, help them acquire skills which are supportive in their working. This makes employees better aware of their roles, responsibilities and the right way of accomplishing their tasks.
There are different kinds of on job trainings which can be used to train your workforce.
- Job Rotation
As the term suggests, in this method the employee moves from one position to another. The idea is to help him learn new skills and ways to perform different kinds of jobs that are related with each other to have better understanding of work. This way they become exposed to different jobs, how they need to be performed and what challenges they need to meet in order to accomplish those jobs. This makes them an all rounder.
This is another method in which the manager allots different job responsibilities to different employees and then he monitors the performance of each one of them. He points out their weak areas, their mistakes and provides them with feedbacks so that they can improvise on their working. The idea is to make the team handle their job and learn the right way of performing it.
Off the Job Training
This is opposite to the above mentioned technique. In this kind of training, the process of training takes place outside the workplace. They are again of different types and kinds.
- Simulation Exercise
In this process, the individuals are trained in an artificial environment which closely resembles their actual working area so that they can have better understanding of their job.
- Seminars and Conferences
This kind of technique is very effective when the numbers of trainees. When the audience is large then trainers use seminar or conference methods to share relevant information with them; they also talk about the recent developments in the market, the latest technologies used in industry and various other topics they wish to cover. They even use case studies to make these sessions more interactive.
- Vestibule Training
In this kind, employees are trained to work on a new machine or equipment they will soon be using at their actual workplace. This is done so that they are able to learn all the technicalities involved in using that particular machine so that they can clear their doubts and perform with greater effectiveness and lesser errors.
Whenever a company recruits new employees, it is the responsibility of the organization to familiarize these new candidates with the organization, its policies, its structure, its rules and regulations in order to make him feel part of the family. It is very important for the newcomers to become aware about the working process of the company so that he is able to deliver what is expected of him. These induction training programs need to be designed intelligently. You must know what all information you must put across on the first meeting with these new entrants and what information must be shared later. These programs have to be short and informative. You must not miss anything important and you must not make it boring and uninteresting. Make sure you strike a balance to make it effective.
Refresher Training Programs
You need to train your existing employees from time to time. These are essential for refreshing their knowledge and help them learn new skills, technologies and understand present market trends so that they are able to work in synch with the present markets. These are important to prepare your existing human resources and make them competent to meet the challenges in the market. This makes them more responsible and better learned individuals.
These are different kinds of training methods which are used by most of the organizations to keep their employees updated and competent because human assets are the strongest assets for any organization.
I am enclosing herewith one format of Employee Performance Review Form from which you can evaluate Employee Performance.
PERFORMANCE REVIEW FORM
|Name of the employee|
|Department / Site|
|DOJ – Hofincons|
Legends :- Marks
Excellent .. Above 85 Marks
Good .. 71 to 85 Marks
Average .. 60 to 70 Marks
Poor .. Below 60 Marks
Please tick the appropriate column
Please consider performance of the employee for the entire period you are evaluating.