Common Behaviours During Performance Appraisal: A Guide to Effective Management
By Aisosa Ajayi
Performance appraisal helps managers and employees assess growth while aligning their priorities. However, during an appraisal, some employees exhibit behaviours that can impact the outcome. This article explores those behaviours and strategies to manage them.
- Defensiveness
Some employees often become defensive during performance appraisals when faced with criticism. As a manager, approach defensiveness with empathy and create a safe environment for open communication. Focus on constructive feedback and areas for improvement.
2. Overconfidence
Some employees may display excessive confidence during appraisals. Managers should address this behavior by providing specific examples and evidence. Use objective metrics and encourage self-reflection to help employees set realistic goals.
3. Emotional Reactions
Performance appraisals can trigger strong emotions. Managers should remain calm, acknowledge emotions, and provide a supportive environment for open dialogue. Focus on addressing underlying issues constructively.
4. Resistance to Feedback
Not all employees readily accept feedback during appraisals. Managers should approach feedback as an opportunity for growth and provide specific examples and suggestions for improvement. Actively listen to employees’ perspectives.
5. Lack of Engagement
Some employees may appear disengaged during appraisals. Managers should create a positive appraisal experience by setting clear goals and expectations. Foster a culture of continuous feedback and address underlying issues.
An effective performance appraisal requires understanding common behaviors and effective strategies to manage them. The goal is to provide constructive feedback, set realistic goals, and promote open communication for enhanced performance and organisational success.
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