Faith Linda
Feb 19
What are the Performance appraisal steps? ?
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Feb 19
1. Set clear performance expectations: Define the key responsibilities and goals for each employee.
2. Monitor performance: Regularly observe and evaluate employee performance against the set expectations.
3. Document performance: Keep detailed records of employee performance, including achievements, areas for improvement, and any feedback received.
4. Provide feedback: Offer constructive feedback to employees on their performance, highlighting strengths and areas for development.
5. Conduct formal appraisal meetings: Schedule formal meetings with employees to discuss their performance, provide feedback, and set goals for the future.
6. Evaluate performance: Assess employee performance based on the documented records, feedback received, and observations made.
7. Identify training and development needs: Determine any training or development opportunities that could help employees improve their performance.
8. Set performance goals: Collaborate with employees to set specific, measurable, achievable, relevant, and time-bound (SMART) goals for the upcoming performance period.
9. Follow up: Regularly check in with employees to monitor their progress towards their goals and provide ongoing feedback and support.
10. Reward and recognize achievements: Acknowledge and reward employees for their accomplishments and contributions to the organization.
2. Monitor performance: Regularly observe and evaluate employee performance against the set expectations.
3. Document performance: Keep detailed records of employee performance, including achievements, areas for improvement, and any feedback received.
4. Provide feedback: Offer constructive feedback to employees on their performance, highlighting strengths and areas for development.
5. Conduct formal appraisal meetings: Schedule formal meetings with employees to discuss their performance, provide feedback, and set goals for the future.
6. Evaluate performance: Assess employee performance based on the documented records, feedback received, and observations made.
7. Identify training and development needs: Determine any training or development opportunities that could help employees improve their performance.
8. Set performance goals: Collaborate with employees to set specific, measurable, achievable, relevant, and time-bound (SMART) goals for the upcoming performance period.
9. Follow up: Regularly check in with employees to monitor their progress towards their goals and provide ongoing feedback and support.
10. Reward and recognize achievements: Acknowledge and reward employees for their accomplishments and contributions to the organization.
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