What is a new-style performance appraisal?
The performance appraisal is an integral part of a traditional appraisal cycle that often consists even more of a plan and appraisal interview. This involves setting goals at the beginning of the year, evaluating them mid-year in a performance review, and assessing them at the end of the year. The performance appraisal is a conversation between the manager and employee. A good performance review discusses the employee’s performance, his or her development, job satisfaction and, for example, opportunities for advancement. An important difference compared to the performance appraisal is that the performance appraisal also addresses the future and assumes two-way communication. In other words, it not only evaluates but also looks ahead. Rather get started right away with the “performance appraisal new style” template? Download it here and start preparing right away!
The new assessment
In recent years, newspapers were regularly filled with texts such as, “Abolish the performance review.” Many organizations view a performance review as a must and of little added value.
Some research findings:
- 90% of HR managers report that the performance and appraisal interview lacks qualitative information.
- 95% of managers report dissatisfaction with annual interview cycle
Therefore, in recent years, several companies chose to do away with the conversation altogether. Many of those companies have since come back from that. Why doing away with the performance review is a bad idea read this blog.
A first step toward continuous dialogue may be to revamp the existing performance appraisal for a new-style performance appraisal. The existing interview cycle can thus be left in place and focus can first be placed on improving the existing contact moments.
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Clarification: In this example, you see the job profile for an HR manager. This profile and over 4,000 others are available for free in Learned. You will see how the success of this position can be measured and what behaviors are required for which competencies and skills.
Performance appraisal form new style
Renewing the performance appraisal can be done in several ways. We describe here the improvements most commonly used.
1. 360° feedback
One of the most important developments is the addition of 360° feedback. This provides a complete picture that allows the manager to make a more informed and measured evaluation. It also creates new insights for both the employee and the manager.
2. Looking Ahead