It is very important to let the people the organisation has hired know that the managers aware that things are good and that their efforts are appreciated. When correctly given, feedback helps improve job performance while promoting professional and personal growth in employees. Providing feedback can improve employee morale and reduce confusion regarding expectations and current performance. Think of feedback as guidance that will enable employees to learn as well as improve the quality of his/her work. You will also see a difference in how feedback enhances your interpersonal relationship with your employees.
2. What steps might be taken if it is necessary to follow-up performance appraisals?
Set performance goals with each employee. These goals focus on the employee’s specific performance on the job, such as his productivity, output, results, competencies, and behaviors.
Set developmental goals with each employee. These goals focus on building the employee’s expertise, skills, and abilities. The idea is to make strengths even stronger, as well as to develop the areas in which the employee’s knowledge and skills are deficient.
Wander around. Your effectiveness in the performance appraisal process, as well as your effectiveness as a manager, will be greatly enhanced if you spend time working directly with your employees, observing their performance, and maintaining a high degree of contact and communication with them throughout the evaluation period.
Be a coach. Take the time to regularly recognize your employees when they’re performing particularly well, and to provide them with formal and informal coaching, guidance, feedback, direction, and follow-up not only to further build their strengths, but also to upgrade their performance in areas where it has fallen short.
Remember your role. You are your employees’ central role model, and that makes you their