Part 1: Performance Management Appraisal

Performance management is essential to any individual, team, and organization, as it allows to objectively measure work performance and productivity. Regularly assessing work performance allows organizations to identify any gaps and overlaps that could potentially hinder employee engagement and overall productivity. By carrying out these assessments, strategies can be designed and implemented to help improve the work performance of individuals, teams, and organizations. However, performance management assessments need not only be carried out consistently, and fairly, but also with integrity to allow both the employee and the employer to benefit.

The Importance of Having an Internal Policy, Directive, or Guideline on People Management and Performance Appraisals

Most work environments – both unionized and non-unionized – should have a People Management or a Performance Management directive or policy to guide employers on how to carry out a performance appraisal objectively. These internal policies or directives should detail the necessary elements required for a fair and objective appraisal, such as:

1. A detailed work description
2. A list of the required competencies to complete the work
3. A list of identified work objectives to accomplish during a specific period (i.e., during a given work quarter)
4. A list of anticipated results linked to the identified work objectives

In addition to the aforementioned, an employer’s internal policy or directive on People Management or Performance Appraisal should also include an option for professional development. This option provides an opportunity for employees to reinforce some preexisting skill sets or to develop new ones, to remain relevant and essential to their employer, thus fostering employee engagement. When an employee is engaged and motivated, when they get to go to work and not have to go to work, employees are likely to remain committed and loyal to their employer for a lengthier period than look elsewhere for new opportunities.

What to Include in a Performance Management Appraisal?

A performance management appraisal or review does not have to be complicated. If your workplace does not currently have a People Management or Performance Appraisal directive, and you’re not quite sure where to start, there are several websites available to you where you can easily download a pre-existing template and tailor it to your needs. One of my favourite websites is the Directive on Performance Management from the Government of Canada. It’s lengthy to read, but it does provide some valuable insights on the objectives and end results of a performance management appraisal and the roles and responsibilities of human resources or talent management advisors, managers, and employees.

The Avenger Within: Example of a Performance Management Appraisal

So, by now you’re probably thinking: ok, this blah-blah is boring, when am I going to get to the good stuff!?! Well, my friend, the wait is over! As we all know, we live in a world of fantasy and superheroes, so we must not only talk the talk but also walk to walk, right?

So, we’ve provided a template of what a Performance Management Appraisal might look like, say, if you were, oh, an Avenger working for Tony Stark Industries. If you are interested in using our template, you can download it by clicking on the button below. 

It is important to know that a renewed performance management process is currently emerging in organizations. Your choice of method should depend on the sector in which you operate, the type of job and whether or not you have a union.