A very important item that is completed at any place of business, reviews with staff. On regular occasions, staff must be evaluated to show how they are performing compared to the job description that they were hired for. We have witnessed on many occasions, where evaluations are not conducted in proper timing. Throughout a person’s career, many things can change compared to the original job description that they were hired for and regular meetings can determine what tasks have changed.
This is not only important for your business but very important for the staff that keep a business running. Staff need to feel that they are important and required at a company, where regular appraisal meetings will help keep staff up to speed on performance.
Performance Appraisals which come in the form of many software applications are a typical approach that business uses towards evaluating staff. Another strong method to use when appraising employees is the 360-degree feedback. Because this appraisal method is very detailed oriented, we will try and keep it as high level as possible.
Other performance appraisals typically include the HR department representative or manager and the staff member. Within this appraisal, the two parties will go over past work performance and discuss what went right or wrong during the period being reviewed and put together a path forward towards staff success.
The 360-degree feedback involves having multiple staff and supervisors in a room reviewing work performance of each other. An important aspect of this feedback is to ensure that you don’t have too many people in the room evaluating others. Keep the groups small to begin with until everyone is comfortable with the process. Everyone must be willing to give feedback based on another person’s work performance and then be prepared to receive work performance appraisals back from the same person.
Constructive criticism is given back and forth to each other until all details have been covered. The hardest part of this process is getting people to accept and move forward with suggestions.
The strength of the 360-degree appraisal process is the ability of staff to sit in a room together and give constructive criticism back and forth without negative repercussions. When first starting the process, it is hard to accept and get used to, but it is extremely effective.
There are many forms of criticism, but usually, when it is brought up in a conversation it takes on a negative connotation. Constructive criticism is for the sole purpose of letting people know how they can do better. It is meant to make a staff member better at their job role without the negative impacts of making them feel inferior through opposition. There is a benefit to the staff member receiving construction criticism and some of them can be listed as;
With 360-degree feedback and construction criticism, the importance of leadership is crucial when conducting both. These situations can go wrong very fast, so build trust and open communication for these to be effective.
If you need help with any of these topics, feel free to reach out to us at Future to Now Consulting for further clarification.
