InterClean’s Appraisal Process
Performance reviews help employees and managers come together to discuss an employee’s performance (McNamara, 1997-2008). By meeting on a regular basis, employees know where they stand with the company and are able to improve skills before they become a problem. InterClean feels the following processes are necessary for the performance process to be successful.
The Initial Appraisal Meeting
The employee and supervisor need to agree on a meeting time and date. The manager should be sure to have plenty of feedback available for the employee (businessballs.com, n.d.). The meeting should consist of both positive and negative feedback. If all comments are negative, it is likely that morale will decrease, which could lead to a decline in employee performance (McNamara, 1997-2008). Therefore, managers should always be sure they have positive comments to say regarding the employee’s performance.
Once the meeting starts, employees should give their feedback first (businessballs.com, n.d.). The employee should be encouraged to state how they feel they are doing and their overall opinion of how things are going. Managers should then begin giving their feedback. All statements made by the manager should be supported with examples of situations where they apply. Any disagreement between the manager and employee should be discussed during the meeting. If there is still a disagreement, comments should be made on the appraisal form. Regardless of how the meeting is going, managers need to be sure to end the meeting with a positive note (McNamara, 1997-2008).
If an employee that wishes to grow with the company they will have the opportunity to do so with an outstanding work background. Employees who are always reaching their goals and improving their skills they will be eligible for advancement. Employees can use our appraisal process to represent their achievements. If an employee feels he or she is eligible...