After the performance of an employee is appraised, the superior should inform the employee about the level of the employee’s performance, the reason for the need for improvement of performance, and the methods of this improvement. The superior should counsel the employee about his performance and the methods of improving it.
Counseling is a planned, systematic intervention in the life of an individual who is capable of choosing the goal and the direction of his own development. Thus the purpose of counseling is to help the employee to be aware of his own performance, his strengths and weaknesses, opportunities available for performance development, and the threats in the form of technological change. Performance counseling can be done in the form of performance interview by the superior.
The post-appraisal interview has been considered by most of the organizations, as well as employees, as the most essential part of any appraisal system. This interview provides the employee the feedback information. It also gives the appraiser an opportunity to explain to the employee his rating, as well as the traits and behavior he has taken into consideration for appraisal.
It also gives the opportunity to the employee to explain his views about the rates, standards or goals, rating scale, internal and external environment, or causes for a low level of performance. Further it helps both the parties to review standards, set new standards based on the reality factors, and helps the appraiser to offer suggestions coach the employee through his advancement.
Thus the post-appraisal interview is designed to achieve certain objectives. The first objective is to let employees know where they stand. The second objective is to help employees do a better job by clarifying what is expected of them. The third objective is to plan opportunities for development and growth. The fourth is to strengthen the superior- subordinate working relationships by developing a mutual agreement of goals. Last but not least, the post-appraisal interview provides an opportunity for employees to express themselves on performance-related issues.
Related Articles of Interest :
-
Performance Appraisal Systems
10 August 2010 8:30 PM |
No Comments
Performance appraisal is a nine-step process. At the first stage, performance standards are established based on job description and job specification. The standards should be clear, objective and incorporate all the factors. The second stage is to inform these standards to all the employees including...
-
Performance Appraisal Tools
10 August 2010 8:30 PM |
No Comments
With the evolution and development of appraisal systems, a number of tools and techniques of performance appraisal have been developed. Firstly, there are graphic-rating scales which compare individual performance to an absolute standard. In this method, judgments about performance are recorded on a scale. This...
-
How To Write A Performance Appraisal
10 August 2010 8:30 PM |
No Comments
The appraiser may be any person who observes the employee while performing a job. The appraiser has thorough knowledge about the job content, contents to be appraised, and standards of contents. The appraiser should prepare reports and make judgments without bias. Typical appraisers are supervisors,...
-
Writing Good Performance Appraisals
10 August 2010 8:30 PM |
No Comments
Performance appraisals of individuals, groups, and organizations are a universal practice in all societies. Performance appraisal is a process of evaluating the behavior of employees in an office, usually including both qualitative, and quantitative aspects of job performance. Performance indicates how efficiently a person is...
-
Sample Performance Appraisal
10 August 2010 8:30 PM |
No Comments
A performance appraisal carried out for professional and administrative personnel and a confidential employee performance appraisal contains the names and job titles of employees and the department for which they work. It also states the names of the appraisers and their job titles. Performance appraisal...
-
Performance Appraisal Software
10 August 2010 8:30 PM |
No Comments
Managers have long been reluctant to appraise subordinates. However, in an activity as important as managing, there should be no reluctance to measure performance as accurately as possible. In almost all kinds of group enterprises, whether in work or in play, performance is rated in...
-
Employee Performance Appraisals
10 August 2010 8:30 PM |
No Comments
Employee performance appraisals are considered necessary in order to provide information about performance rankings. This information assists in making decisions regarding salary fixation, promotion, confirmation, transfer, and demotion. Apart from this information, employee performance appraisals provide feedback information about the level of achievement and behavior...
-
Types Of Performance Appraisals
10 August 2010 8:30 PM |
No Comments
In some cases, the performance appraisal processes are structured and formally sanctioned while in other cases they are an informal and essential part of daily activities. Performance refers to the extent of completion of the tasks that make up an individual’s job. One type of...
-
Job Performance Appraisals
10 August 2010 8:30 PM |
No Comments
Job performance appraisals are needed in order to provide information about performance rankings. This information helps in making decisions regarding salary fixation, confirmation, promotion, transfer and demotion. In addition, job performance appraisals provide feedback information about the level of achievement and behavior of subordinates. This...
-
Corporate Performance Management Software
10 August 2010 8:30 PM |
No Comments
One widely used approach to managerial appraisal is the system of evaluating managerial performance against the setting and accomplishing of verifiable objectives. Corporate performance management software plays a pivotal role in this regard. This is simple logic, since people cannot be expected to accomplish a...