Self-Appraisal Feedback Received: What Should Be My Next Step in the Process?

Hello,

Recently, we conducted the self-appraisal process in our company for the very first time by the end of this year. I have received very positive feedback from our staff.

After receiving the Appraisal Forms from the staff, what would be the next step? Your suggestions and comments will guide me.

Thank you.

Please provide more details about your background, role, the size of the organization, and why you conducted a self-appraisal, including the questions you asked.

If you have not already searched the web on this topic, kindly read and digest the contents, and let us know what you will do next.

[10 Tips for Making Self-Evaluations Meaningful | CIO](http://www.cio.com/article/2386859/careers-staffing/careers-staffing-10-tips-for-making-self-evaluations-meaningful.html)

Dear, It has been found that the feedback received through self-appraisals is often not genuine in many cases. Every employee tends to give themselves a good score in these situations. This occurs when employees lack trust in the HOD/HR/Management and the company's policies.

To receive genuine and honest feedback from employees, you need to establish a healthy and transparent atmosphere in the organization where employees feel like family members. Only then will they openly address their weaknesses to work on improvement.

Combining Self-Appraisal with Feedback

Regarding your query, self-appraisal combined with feedback from the reporting boss and the cross-functional team can provide a more accurate assessment of the employee. However, the credibility still relies on the organizational culture.

360-Degree Appraisal

A 360-degree appraisal is most effective in painting a true picture of the employee, but it requires a highly conducive environment of trust, transparency, and openness within the company; otherwise, it may yield negative results.

Reviewing Appraisal Forms

Regarding the appraisal forms collected from employees, review the remarks of the respective HODs/Reporting Heads and compare the points/views against each question/parameter. Discrepancies between the employee and their reporting boss should be addressed through counseling. Once an agreement is reached on the feedback with the HOD/reporting boss, take actions such as identifying necessary training, job rotation, or profile changes.

Linking Appraisal to Role/Salary Increments

If the appraisal is linked to role/salary increments, consider the employee's contributions, grading, and the company's salary structure before making decisions. In such cases, feedback from the reporting boss and HOD (if different) is essential.

I hope this information proves helpful to you.

I have gone through the link provided by Mr. Simhan and the reply of Mr. Roy, which offer valid inputs on the self-appraisal system. In my view, the organizational culture must be ripe enough to try a self-appraisal system. The culture shall inculcate and support the values of honesty, sincerity, mutual respect, transparency, and commitment. These values should be shared by all employees from top down. This is necessary to neutralize the normal human tendencies of not admitting shortcomings and projecting themselves to be paragons of virtue and examples of excellence, as well as shifting the blame wrongly to others for their inadequacies, etc.

I agree with the suggestion in the link that employees need to be educated about the workings of the system. The objectives of self-appraisal should be to use it as a tool for career development and self-improvement, not as a means to penalize employees for their pitfalls. Hence, the importance of being transparent and reposing trust in one another by the appraisee, the appraiser, and the management.

In any case, if someone has implemented it, I want them to succeed. Those who do nothing can only not fail.

Regards,
B. Saikumar

Thank you for your comments and suggestions. We have a construction company with 80 workers and management staff members. I have used the attached form for the Employee Self-Appraisal forms.

At this moment, we distributed the attached form to all our staff members (Executive/Engineers/Accountants/Marketing/Tech dept) and told them to write about their extraordinary work or contributions during 2015. Yes, we are doing this by the end of this year so we can decide their increment ratios and amounts based on their work performances.

I hope we are moving in the right direction. We have now received more than 50 forms from the staff, and we are evaluating their work.

What should we do next?

Regards,

Mr. K. Mahmed,

Can you explain to our members what the purpose of inviting self-appraisal forms is? They are essential for reviewing employees' performance, which is a key factor in granting the annual increment or enhancing the salary structure, as well as for other reasons related to improvements on the management side. Without your specific query, we cannot provide further guidance. As an HR personnel, you are on the right track, but what are you aiming to achieve?

Adoni Suguresh
Labour Laws Consultant

With these inputs, you can assess Training Need Analysis (TNA), Key Result Areas (KRA), Key Performance Indicators (KPIs), and provide Individual Counseling based on the identified needs.

Regards,
Dr. G. V. Kumar