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Job appraisals are done for the benefit of both a company and its employees. Employees are the key to a company’s growth and success, which is why career development is so crucial. 


Performance reviews provide employers with insight into their employees’ strengths and weaknesses. It is a great tool for reaching expectations and going beyond. Set standards empower employees to perform better at their jobs and achieve great results. 

However, many employers still struggle with the processes involved in carrying out a successful job appraisal. Here are six steps companies can follow to improve their job performance. 

Six Steps to a Successful Performance Review

  1. Set Standards or Goals

Establishing your expectations as an employer is the first step in performing a performance appraisal. These standards will be used as a measuring scale to compare how your employees have performed in the previous weeks, months, or years. The standards should be aligned with the goals of the company and what is expected from every employee. These standards should be specific, measurable, attainable, realistic and timebound (SMART) so employees can work towards them. 

  • Communicate Standards

Communication of these standards is the next step in a performance review. It has to be openly communicated bearing in mind that your employees can only perform if they know what is expected of them. The goals can be discussed in a meeting.

Similarly, upon the arrival of new employees, give a brief overview of their job expectations. This way, employees will work towards achieving set goals by being productive. Also, you should let them know how not meeting these standards could affect how they are retained. 

  • Measure Overall Performance

The next step in a job review is to review and measure how employees are working in alignment with the set goals. Since standards have already been set, it’s easier to monitor employees’ performance and determine where their strengths and weaknesses lie. Depending on a company’s work structure, the reviewing of an employee’s performance could be weekly, monthly, or annually. 

  • Compare Employee Performance to Set Standards

Another step to take when performing an appraisal is to compare the results with the set standards.  Employers should make unbiased decisions on employee performance so the job appraisal can be effective. Some companies hire evaluators that are honest and keen on reporting results based on reality not based on feelings. 

  • Give Feedback

The next step in a performance appraisal is to get back to your employees about the entire process. By giving constructive feedback, employees will understand what areas they need to improve on. Employers are advised to give such feedback with empathy as this can affect the entire appraisal review for the employees. Communication lines should also be kept open for your employees so they can express themselves if necessary. 

  • Decision Planning

The last step in a job performance review is to proffer solutions. If in any case, an employee is lacking, plans need to be put in place. Employers can make decisions to see to the growth of such employees by organizing plans. This could be providing training programs, workshops, and so on, depending on the needs of the employee. Employees must agree to the terms for their jobs to move forward. 

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