Appraising and rewarding staff performance
We are approaching the end of the first half of the year and with it the mid-year review of employees
Every manager knows that employee performance appraisals – and rewards – are crucial to the company. This can take place during the year: the end of the first half of the year is a good occasion for an appraisal. And why is it important? Appraisal helps to drive workplace performance and success, and has the potential to motivate employees, increasing engagement and satisfaction.
Appraisals should be balanced and objective, which is necessary to maintain employee confidence and satisfaction. If the if the working environment is such that constant feedback is common, they have the opportunity to learn what needs to be improved and areas where they objectively can excel. This also helps them to see the potential for professional development and advancement – which in turn facilitates long-term commitment and motivates them to persevere, and if they feel that their work is valued, they will be more willing to move up a gear.
Job satisfaction is not only important for current employees: a company where effort is valued and supported is more likely to attract new talent, which in the long run also leads to a stronger brand image.
What method can we use to assess?
A performance appraisal discussion between the manager and the employee is a traditional method – in this case, past performance is reviewed and new goals are set.
- A performance appraisal discussion between the manager and the employee is a traditional method – in this case, past performance is reviewed and new goals are set.
- Rating scales list performance criteria and assess the employee’s performance level against them. They are easy to evaluate, but sometimes the objectivity of the evaluation is compromised.
- In a 360-degree appraisal, the employee is assessed from all sides: in addition to the self-assessment, supervisors, peers and subordinates can give or write their opinions.
Of course, beyond the examples mentioned above, there are now many ways of assessment, and it is up to the company or HR manager to choose the one that suits them best. But generally speaking, rewarding requires more than just words. Like appraisal, there are many ways of rewarding:
Recognition can be an extra day off, an invitation to a restaurant, a gift, or even a wage-related reward or bonus.
- For some employees, flexible working hours or even the possibility of telecommuting can be a step up.
- But in many cases, employees can be motivated by season tickets (sports, theatre, etc.), vouchers, health care services.
Choose the professionals when it comes to rewards!
HR staff and managers should be aware of the solutions available on the market so that they can choose the best solution for their employees in their own company and, where appropriate, combine them.
This is what FDB Incentive wants to help you do: among the services and gifting solutions we offer, it is easy to find the customisable gifting options that will increase motivation, satisfaction and engagement.
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