lizmckeonwrites
perfect performance?
LizMcKeon looks at the purpose of Performance Appraisals and how tomake themeasier.
Performance Appraisals are essential for the effective management and evaluation of all staff members in your salon or Spa.
Appraisals help to develop individuals, improve salon performance and feed in business long-termplanning. Depending on the size of the business, each staff member is appraised by theirmanager and themanager is appraised by the Director.
Annual performance appraisals enable management tomonitor standards, agree salon expectations and objectives, delegate responsibilities and tasks. Staff performance appraisals also establish individual training needs and help in training needs analysis and planning.
Appraisals also typically feed into organisational annual pay reviews, which commonly coincide with the business planning for the next
12months.The process is also essential for career and succession planning - for individuals, crucial jobs and for the salon as a whole.
a plan for future development
Froma Human Resource (HR) perspective, appraisals are important for staffmotivation, attitude and behaviour development, communicating and aligning individual and salon aims, and fostering positive relationships between staff
andmanagement.They provide a formal, recorded, regular review of an
individual’s performance, and a plan for future development.
Managers and appraisees commonly dislike appraisals and try to avoid them. To these people the appraisal is daunting and
time-consuming.The process is seen as a difficult administrative chore and emotionally
challenging.The annual appraisal ismaybe the only time since last year that the two people have sat down together for ameaningful one-to- one discussion. Little wonder that appraisals become stressful which defeats the whole
purpose.Therein lies the problem…and the remedy!
Appraisals aremuch easier, and especiallymore relaxed, if the bossmeets each of the teammembers individually and regularly for one-to-one discussions throughout the year.
Meaningful regular discussion about the salon, career, aims, progress, clients, industry trends, ideas, common interests
etc.makes appraisals somuch easier, because people then know and trust each other - which reduces all the stress and uncertainty.
Discussions that are put off again and again start to loomvery large. So, don’t wait for the annual appraisal to sit down and talk. Remember, either the boss or the appraisee can instigate this. If you are an employee with a shy boss, then take the lead.
improve relationships
If you are amanager who rarely sits down and talks with your staff - or whose people are not used to talking
with their boss - then set about relaxing the atmosphere and improving relationships.Work and appraisals all tend to be easier when people communicate well and know each other.
So, develop the habit of sitting down together and talk as often as you can, and then when the actual formal appraisals are due everyone will find the whole process to be farmore natural, quick and easy - and a lotmore productive, which is the whole point of the exercise.
As amanager it is your responsibility to help staff to understand their natural potential and
strengths.There are a lot of people working in salons which don’t allow themto use and develop their greatest strengths; so, themore we can assist staff understand their own potential and find roles that really fit well, the happier everybody will be.
beneficial & appropriate?
It is sometimes fashionable in this modern age of technology to dismiss traditional processes such as performance appraisals as being irrelevant or unhelpful. Be very wary however, if considering removing appraisals fromyour ownmanagement and organisational practices. It is just likely that the critics of the appraisal process are the people who can’t conduct themvery well. It’s a common human response to want to avoid something that you find difficult.Appraisals, in whatever form, have been amainstay of management for decades, for good reasons.
GUILD NEWS 53
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