performance review appraisals

1. Performance review appraisals
Think back to the last performance appraisal that your employees were subjected to.
Was it a revealing experience that changed career trajectories, or was it simply an
ordeal to go through so that it could be done for another year? With a 360
performance appraisal, it doesn't have to be just another task to get through. It can be
a truly life-changing experience that helps an employee to thrive in areas that he or
she never thought possible before.
Many employees actually think of self-appraisals as a waste of time that should be
avoided. Others believe them to be something that is done to save the boss' time from
having to create the appraisals. Without a 360 performance appraisal, simply writing
down what the employee thinks his best and worst skills are isn't that helpful; it
becomes a chore and nothing really more. The employee likely doesn't know how to
go about really giving himself a real appraisal because he has never been trained to do
so.
Learning to Self Evaluate
One of the major lessons that an executive coach teaches employees is how to look
objectively at his own performance. This is taught in the beginning by using a 360
performance appraisal that consists of many other performance reviews. These
reviews are written by other employees at various executive levels within the
company. The initial self-review is compared to those and will likely show many
inconsistencies. These inconsistencies can be directly linked to the employee's lack of
self-evaluation training.
By talking to the coach, reviewing the complete 360 review, and discovering what the
discrepancies are, the executive can begin to see the bigger picture. He or she can
look beyond their personal opinions about his performance and start to see their
strengths and weaknesses for what they really are. This skill will allow them to
evaluate reviews critically in the future and to form new goals based on them. It also
allows the employee to assess ther own shortcomings and come up with a plan for
change when needed.
Creating Professional Goals through Reviews
The assessments that come from the 360 performance appraisal process are used
throughout the coaching process to give the executive a way of creating reasonable
and progressive goals. The goals come from needed improvements in professional
skills and behavior. With solid, attainable goals in mind, the coached executive can
forge ahead with an eye toward the needed improvements and how to make them
happen. The employee is then accountable to himself and to the coach for meeting
those goals and become an important part of his day-to-day work.
Practicing New Behaviors

2. Continuing the work that is started during coaching is one of the most important
factors to help employees to improve. After the reviews and assessments, new
behaviors that are needed become clear. These new behaviors are practiced regularly
and the coach assesses the improvements over time. After a few months, the
employee is expected to continue the behavior modifications and to keep pursuing the
prescribed goals. Progress continues indefinitely, and the employee is equipped to
create new goals when needed.
Using executive coaching with 360 performance appraisals does more than helping
the company to stay competitive with sharp, focused employees. It also helps
employees to climb the corporate ladder and to become even higher-level leaders
within the company. With employees who are committed to improving and growing
within their company, you can count on more loyalty from those executives. You can
also count on an end to the belief that self-appraisals are a waste of time. They will
instead help lead your employees to make a real difference in the company and to
their own careers.
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performance appraisal.