Feedback form example and practical tips
Every year it is such a recurring moment ... the performance reviews take place. Again, it is a lot of work to conjure up something decent on paper for everyone. In addition, employees are (too often) tense for the performance review. But why? Because my philosophy is very simple; an employee should be able to fill in his or her own assessment. An appraisal interview should be a formal moment of recognition and confirmation. Surprises have no place in an appraisal interview, so I am only too happy to give you an example of an appraisal interview. Want to know how you can give hands and feet to the idea of letting employees write their own assessment? Here are my four main tips!
By the way, not all standard examples of an appraisal form or appraisal criteria will be the same at your company. The purpose of this article is only to guide you through the world of appraisals and provide you with tools, and thus examples of an appraisal interview.
1. Use objectives as the starting point of your assessment interview
In many organizations, appraisals are still relatively subjective. This means that a manager quickly makes judgments based on personal taste, outlook and a present click. As a result, the articulate, sociable and/or extrovert employee will more quickly receive a good assessment than the "invisible" force whose contribution may be even greater. Therefore, make an assessment objective by setting goals . These should be goals that focus on personal development, but also include work-related targets. Do this preferably within a month after a new hire or after the last appraisal. assessment interview . And make them SMART, because you do not want to have a discussion at the end of the year about whether or not targets were met. However, to avoid discussion there is another solution; time for tip 2!
2. Create thermometer moments through a continuous process of asking and giving feedback
A performance review is also a bit of a thermometer moment.... What have you done or not done well over the past year; that's basically what it comes down to. The downside is that the appraiser has often long forgotten all that you accomplished in the first six months. A good appraisal includes examples based on the entire year and not just the final sprint in which you can still try to spice things up. Still too many organizations think it is sufficient to organize one performance appraisal per year in addition to the appraisal. That is of course a utopia! Introduce a process of continuously asking for feedback. This has a number of advantages.
Creating many thermometer moments gives employees time to make early adjustments. In addition, it works stimulating, because receiving compliments is far too much fun to do only once! You only get inspired employees when you regularly give compliments and constructive feedback. Of course, critical points are also allowed, as long as feedback is constructive. Finally, it gives you the opportunity to enter into a discussion with each other earlier in the case of a number of disappointing thermometer moments. Regularly filling out a feedback form or writing a sample self-assessment can be helpful here. This prevents an accumulation of facts that does not help an assessment. Now I hear you thinking "Nice, but that takes me too much time!". True, if you keep working the old-fashioned way it will. New technological solutions such as the use of smart (feedback) apps however, make it very easy to give feedback at any time of the day. The latter has another nice bonus that I describe in tip 3.
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3. Eliminate "I didn't know that" moments during the review interview
Giving feedback is fun and valuable, but feedback from a year or more ago can be forgotten due to the delusion of the day. Not consciously; but still, it can lead to those "I didn't know that" moments. Or, "I didn't realize that" moments are another example. Therefore, consider capturing feedback in a Performance Management Software. That way, as a manager, you have much less work writing out the review, everything is recorded in the form of a file, and "I didn't know that" moments are eliminated forever. At the end of the year, an employee should be able to collect all this feedback and design their own assessment provided with concrete examples. Ideal right? And if you really want to be smart, involve others to help provide input. That saves a lot of time. Therefore, also my last tip...
4. Involve various colleagues, partners as well as customers in your assessment
Finally, an assessment becomes truly powerful only when someone gets input on performance from different perspectives. Therefore, it is good to include colleagues, business partners and customers in this process. Our team members should always consider the group of people they are inviting for 360-degree feedback moments. In this way, the assessment becomes much richer by making judgments about performance from different perspectives. Take a marketer who hosts external events. Give feedback on performance yourself, let colleagues tell how the cooperation took place, ask partners (such as the event location) what the experiences were and finally give the visitor the chance to judge the event. This avoids the subjective view as a manager and allows someone to reflect regularly and use the input in personal development and determining learning points.
In addition, Treams' applications provide you with a sample appraisal form or a sample feedback form. This way, you will enter an appraisal interview prepared and meet the appraisal criteria for company personnel.
In conclusion.
A pitfall, of course, is that the feedback is only positive. It is the assessor's job to keep a finger on the pulse here. After all, feedback is also about potential for improvement; where does someone still have something to learn? Everyone has development points or learning goals. Help the people who are part of the assessment cycle and the 360 degree feedback by providing them with tips and tops. That way you will create a smart assessment mechanism that avoids surprises and saves a lot of preparation time. That way, assessment and the assessment interview will be fun and effective. Good luck!
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