I recently implemented a performance appraisal process at my office, but I can get managers to do them on time and willingly. Any suggestions?
Help your managers to see what’s in it for them. Specifically, help them to figure out what their staff does that benefits them on their own performance appraisals. Create incentives for developing employees, perhaps tying a small portion of their bonus to performance management or employee development. You might also create incentives or rewards for managers that develop the most employees to fill open positions and grow the company. Maybe you explain how the leadership of the company is focused on employeee performance management or development, and show them how managers who excel at it receive career advantages like high-profile assignments.
Related Questions
- If an employee is rated "Needs Improvement" or "Unsatisfactory" overall, is the performance appraisal process handled differently?
- Is a teacher employed on a "letter of permission" required to participate in the experienced teacher performance appraisal process?
- What will be the time frame for the performance appraisal process?
