How often should we have an appraisal?

This is one of those questions that I think we all know the answer to.  But, sometimes, organising our common sense onto paper(or screen) is still useful.

Regular appraisal is key.  A structured annual appraisal is the most common way of organising the year's performance into one summary document - and often linking performance with pay.  But, it is not the way to review or appraise someone.  We suggest that the annual appraisal is seen as a summarising process that brings together the reviews of the year and allows you to take a perspective on how the year as gone and set some objectives for the coming year.

Managing performance and giving feedback has to happen near the time of the events that you wish to base your feedback upon.  Then, managerial grievances or concerns are raised when the individual recalls the event and allows for change to take place.  The all too common alternative of growing management frustration on an issue which finally presents itself at the annual review as a shock to the employee is a failure of management.

So, we suggest monthly reviews - fairly informal but following a standard agenda and containing some note-taking.  Then at the half-year take a look at key objectives and ensure they are relevant and on track.  Finally, once a year, set aside a chunk of time for a full review.

Brendan
Managing Director of online performance review provider, Bowland Solutions