What is the Post Appraisal Review? Read to know!

Performance review for appraisal is the most awaited time of the year for each employee. Post appraisal discussion is equally important as the pre appraisal and appraisal discussion. As the intent is to reward on results of common goals laid out as milestones for the organization. The post performance appraisal discussion plays an imperative role. Thereby, preparation from both ends, the employee and the manager has a paramount importance.

One of the most commonly searched terms during performance review is “appraisal meaning”.

The contemporary performance appraisal or performance review have broken the ceiling. The meaning of appraisal has always been a discussion where there is a speaker and a listener. A shift from a one way monologue to an open platform for an interactive session with transparent feedback with the superiors has not been an easy one. Managers rooted to the former impression of performance review with a tutoring mindset needs to be changed. There are organizations who have adapted to establishing open platforms for an interactive session for performance review have witnessed happy employees and increased productivity curves.

Having said that it is the employee’s responsibility to own up to their actions adversely affecting the organization. Managers are not responsible for moulding the entire team if the team invests no effort. Hence making the post appraisal conversation a challenging task.

Let’s check the requirement list that needs to be taken care of by the manager post appraisal:

Schedule meeting with each employee:

Any discussion related to an employee’s performance is required to be a one on one discussion. This can provide the employee with a comfortable space to express. The manager needs to schedule a dedicated slot with a quiet space. Schedule a meeting in the dedicated time considering the availability of the employee. The employee should be updated, share calendar invites , venue and timings of the meeting.

Review Information

An adequate amount of knowledge about the employee’s designation, qualification, future aspiration, past feedback,etc is required before pre or post appraisal meetings. A brief scan of 360 degree performance evaluation has the answer for all the questions.The manager can plan conversation around it, with proper insight to guide and counsel them in a personalized manner.

Updated organizational strategy

An updated strategy vision and values so that the employee can communicate to the employees with the new plan.

Elements that need to be discussed during post appraisal review:

Favourable atmosphere

Any meeting to discuss an employee’s performance review has the potential to make him/her anxious. It is necessary for the manager to provide a safe environment without any distractions to discuss with an open frame of mind and share hurdles affecting their performance.

All ears to the employee

Performance review is no longer a monologue that is based on an employee’s performance . provide the employee with the opportunity to share his/her opinion on his/her own performance. A report on self evaluation is the way to proceed.

A detailed discussion

A detailed discussion on the expectation that the organization has from the employee. The second element of discussion will be the achievement. As starting with the achievements the employee can feel motivated and can share opinions, if has a better idea for the organization.

A discussion on development and growth opportunities within the organization.

There are a few pointers that can be executed after the post appraisal discussion.

• Making a plan of action based on discussion made by the employee and the employer.
• Make notes of the meeting and document the changes implemented in details to avoid chaos or any misinterpretation.
• Modification of job description and responsibilities with the assistance of the HR.
• Plan programs including resources to upgrade employee skills.
• A proper document signed by the manager mentioning the further plan moved to the authorities for approval.

Retrospective: A Change in Performance (appraisal)

The above mentioned pointers are a brief of post appraisal review. Managers can plan a detailed module including these pointers for better improvement of employee’s performance.