Performance appraisal tools such as 360 degree feedback, performance appraisal training and software may be of use to you if:
This highly effective tool involves an employee getting feedback not just from their manager, but also from their peers, their subordinates, their customers and so on.
Typically, up to six people are asked to complete an appraisal of the employee's performance.
I have found that the 360 degree appraisal forms are more likely to be returned if appraisers are asked in person for their feedback, rather than by email or phone.
I have also found that employees find descriptive comments made in the forms more useful than assessments made using tick boxes.
Ideally, have the employee pick the questions they want answered (from an approved list) by the feedback group.
360 degree feedback takes careful management and is best used where there is a good climate of trust and transparency in the business.
Training for Appraisers should be provided at all levels in the business, to include:
Click here if you would like to find out more about appraisal training workshops.
Performance appraisals work best where discussions are held in person between the manager and the employee, as communication is usually more successful. Appraisal software can be a useful performance appraisal tool as long as it does not become a replacement for personal contact.
If you are using software at present, it may be worth conducting a survey to see if it is adding the the performance appraisal process.
If you are contemplating introducing software, use it first on a trial basis and get feedback from participants.