How often should you conduct employee appraisals?

Having regular performance check-ins comes with many advantages! It shows your team that you really care about their career growth and that you’re all in for boosting their productivity and engagement. But how often should you do these employee appraisals? 

How often should you have employee appraisals? 

The frequency of conducting appraisals depends on your organisation’s specific requirements and the needs of both your employees and the business. Generally, having appraisals more frequently than once a year is beneficial for your staff, as it ensures they receive regular feedback. 

Certain companies choose to conduct appraisals quarterly, while others opt for once or twice a year.

Does an annual employee evaluation suffice? 

The frequency of conducting appraisals is at the discretion of each business. In general, it’s advisable to have a sit-down with your team at least once a year to ensure you’re aligned with their progress and development. 

Some employers may prefer to have an annual feedback and employee appraisal process in place, viewing it as a checkbox exercise for HR. However, it’s not always evident that some employees may desire a more flexible and dynamic approach to feedback. Relying solely on an annual employee appraisal may not be sufficient for cultivating engaged and motivated teams in small businesses, especially if regular one-on-one meetings are lacking. 

To address this, here are three steps you can take to ensure your employees receive the personal development opportunities they both want and need. 

Utilising appraisals for formulating a growth strategy for your SME. 

• Find out what your employees want. 

It’s advisable to inquire about your team’s preferred frequency for formal feedback and their expectations for appraisal-style meetings. It’s improbable that a one-size-fits-all approach will apply, as individuals typically have varying preferences for this type of feedback, and that’s perfectly acceptable. Activ People HR’s performance management software can be used by employees to submit self-assessments. Enable employees to set their own goals and encourage them to further their careers.  

• Pinpoint areas that require training. 

You might encounter certain aspects of HR where you haven’t had much experience. Recognise areas that may benefit from training, such as giving feedback or conducting employee appraisals effectively, and dedicate the necessary time to improve in those areas.  

• Comprehend your business strengths and capabilities. 

Striking a balance is crucial. Consider the desires of your employees alongside the needs and capabilities of the business. This way, you can create a system that benefits both parties. It wouldn’t be beneficial if your staff sought extensive weekly feedback, but you lack the resources to accommodate their request. With Activ People HR’s performance management software, organisations can gain valuable insight into each department. Making things clear with transparent processes, doable goals, and solid milestones will give each department a clear roadmap to follow! 

Advancement of careers in your SME 

Having chats about career growth and keeping the team excited is a great move! Utilising something such as a career development document can aid you in smoothly talking with your team about where they want to go next in their professional journey.
 

In conclusion, regular and thoughtful employee appraisals play a crucial role in fostering a culture of continuous improvement within any organisation. The frequency of these appraisals should be tailored to the unique needs and dynamics of each team, with quarterly assessments being a widely effective starting point. This routine helps us give and get feedback at just the right times, tweak our goals, and sharpen our skills. In the end, it’s all about boosting everyone’s personal and team growth! 

When companies regularly check in with their employees, they can figure out what we’re good at and where we can do better. They make sure our personal goals match up with what the company wants, and they give us chances to get even better at what we do. It’s not just about making each person better – it’s all about building a team that’s super excited and ready to perform at their best!