Performance appraisal

What is a performance appraisal?

A performance appraisal is a conversation between the employee and the manager. During a performance appraisal we discuss your development, how you are doing, whether you like your work, where you want to grow, what your future plans are, and so on. A performance review is focused on the future and is a two-way conversation, as opposed to an appraisal , which is often a one-way conversation. A performance appraisal helps you get better and do your job to the best of your ability. When a performance appraisal interview takes place depends on your supervisor or organization. The performance appraisal is part of the annual cycle . How many performance appraisals take place each year also depends on your work. Many organizations (still) work with a traditional annual cycle. In this traditional cycle you will find a conversation at the beginning of the year in which you set goals. Halfway through the year you discuss your progress during the performance review and at the end of the year you are assessed during the performance review. But nowadays we see that many organizations switch to a contemporary way of assessment. We explain below why this is a good idea.

Moving to the new appraisal - conducting a good performance appraisal interview

The classic assessment cycle is now obsolete. And there are several reasons for this:

• Development is a continuous process. That means you need to reflect and adjust more often than in the traditional interview cycle. An occasional conversation every year is usually mustard after the meal.
• Conversations in the classic assessment cycle are perceived as exciting. You 'undergo' them. Whereas you should be in charge of your own development.
• Managers experience the "classic conversations" as time-consuming; they have to prepare conversations and gather input themselves, and it is often subjective and based only on recent experience.
• In the classic cycle, job-specific performance is the focus. With work and jobs changing so rapidly, the job is no longer a good starting point. Your own strengths and motivations are less changeable. So let those be the impetus for your development.

 

In the new way of assessing the person is central and there is more room for self-direction for employees. The starting point is insight into one's own functioning and motives. And you don't have to invent that insight yourself. An important mirror is (360 degree) feedbackFeedback from colleagues, manager, external parties such as clients and, of course, from yourself. That feedback, which you gather regularly, is super valuable input when you have the conversation with your manager.

 

Those conversations, apart from the fixed moments in an HR cycle, will more often be check-in moments. Moments when you check in with your manager to see if you are still on the right track. In addition to feedback setting goals is is therefore important. Goals ensure that you can take specific steps to achieve something.

 

Treams' tools help you tremendously with this. Not only in asking for and giving feedback, but also in setting goals and preparing your conversations or check-in moments with your manager. 

Is a performance appraisal mandatory?

An employer is not required by law to conduct performance appraisals with employees. The reason is that they can then put in writing how the employee is performing. When the employee is not performing well, there is then file construction. By introducing a continuous dialogue instead of the performance appraisal, you are continually talking to each other about growth, development and the functioning of employees, thus automatically building up the file.

How do you prepare for a performance review?

Do you still work with a traditional annual cycle? Then it's important to know how to properly prepare for a performance review. With these four tips, we would like to explain to you how to do that.

1. Looking back on the previous performance review.

It is important to prepare the performance appraisal interview well. That way you will get the most out of it. Look back at what you discussed during the performance review last time. Did you stick to it? What are your goals that you want to bring up in the performance review? How are you doing on these goals? It is also important to look at the cooperation between your colleagues. How is this cooperation going? How can it get even better? And, by focusing on the discussion points from the previous performance review, you can often already figure out a bit about what the conversation is about.

2. Ask for feedback

Ask for feedback from your colleagues about your performance prior to a performance appraisal. This will give you a good picture from different angles of what is and what is not going well and what you can work on in the coming period. This is good input for the performance review.

3. Create an agenda for the performance review

Agree in advance with your supervisor who will make the agenda for this performance review. Describe what you are going to discuss during this performance review and ask if the other person has any additions. That way, you know what to prepare prior to the meeting.

4. Looking ahead and setting goals

Having goals gives direction. So it is good to set goals during the performance review about what you will be working on in the coming period and discuss them. What do you want to achieve within this company and how will you achieve it?

As a manager, what questions can you ask during the performance review?

Of course you want the performance review to be a valuable conversation. From practice we notice that managers often find it difficult to ask the right questions. We have put together a few sample questions for you below. By asking the questions below you will undoubtedly have a valuable conversation.

• Do you have enough challenge in your work?
• What can I do to make your work easier or more fun?
• What would you like help from your colleagues with?
• What makes you happy and what could be better?
• What do you get energy from?
• What are you proud of?
• When does work feel "accomplished" to you?
• What would you like to experience more often in your work?

How can Performance Management software help you in the performance review process?

For the younger generation, supporting their process of growth and development with technology is an absolute must. For example, in an online tool like Treams , you not only have all the tools you need to achieve your growth, but you also know where you can grow. AI helps you to want really good feedback and to set concrete goals so that you can actually move forward. And all this at a glance, so that you and your manager can switch quickly and regularly.