The end of the year typically marks the start of the review or appraisal process for all employees. Appraisals should be conducted in a way that fosters a constructive dialogue and provides a forum that enhances the professional development of the team member. Appraisals are a great time to reflect on the accomplishments of the team member over the last year versus their annual goals and set clear goals/targets (both personal and professional to ensure work-life balance) for the coming year. It is essential that both parties, the manager/team leader and the team member come prepared for the appraisal so as to have a meaningful discussion.

Objectives of the Performance Appraisal meeting

• To review and reflect on the accomplishments of the employee over the last year versus their annual goals
• To give meaningful and constructive feedback to the employee on their performance
• To work with the employee to establish new targets and goals for the coming year
• To discuss the employee’s career growth trajectory and highlight any additional skills/training that the employee should undergo in the coming year
• To address any questions/feedback/concerns that the employee may have with respect to their role/the organization
• Encourage a two-way dialogue to enhance the professional development of team members

The Typical Appraisal Process

A standard appraisal process comprises the following steps:

• A Self-Appraisal
• Team Leader/Manager Rating and Review
• A one: one appraisal meeting

As a good manager or team leader, however, it is essential that you provide ongoing feedback to your team rather than wait for the annual appraisal cycle.

About REMI
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For more details visit https://www.remi.edu.in