How to set up a staff appraisal?

Personnel appraisal is an HR practice that can be perceived as a burden and a source of stress for HR managers and employees alike: it requires time, involvement and preparation. 😮‍💨

But what is at stake in personnel appraisals, and how can they be implemented?
How can we ensure that it is seen as a lever for professional development and performance?
How can software help achieve this goal?

We give you a few keys to talent acquisition. 🗝️

See all software Performance Appraisal

What is personnel appraisal?

Personnel appraisal: definition

Personnel appraisal is a human resources management (HRM) tool used to monitor the professional development of an organization's employees:

• employees,
• management teams
• and HR departments.

In most companies, appraisal takes the form of an annual appraisal interview, with the completion of an evaluation grid (rating), or an evaluation or satisfaction questionnaire.

In fact, employee appraisal covers so many areas:

• talent management,
• skills development,
• performance monitoring,
• and training management.

Employers' obligations with regard to employee appraisal regulations

Employers are entitled to evaluate their staff as part of their managerial role. However, there are certain rules to be observed:

• If contractual provisions stipulate a form of appraisal, the employee may not opt out. However, the company must inform the employee in advance. ☝️
  • What type of appraisal is involved?
  • If it's an annual appraisal, when will it take place and under what conditions?
  • If it's a performance appraisal, what are the criteria?
• Contrary to popular belief, the law does not require employers to evaluate their employees. The only obligation is to inform and notify employees. Collective bargaining agreements govern this practice and define the provisions in force:
  • mandatory appraisal interview,
  • content,
  • periodicity, etc.

Why evaluate your staff?

As a management tool, staff appraisals are useful not only for the manager, but also for the employee and the HR department.

For employees

For each employee, this interview is the time to take stock of the year and obtain objectives for the coming year. 📝

It is also an opportunity for employees to share their requests, questions and training needs with their managers, in order to develop their skills.

For the manager

For the manager, the appraisal is the time to assess employee performance.

It's the perfect opportunity to listen to your employees: the appraisal interview also serves to boost employee commitment, ask for feedback on your management methods, and consolidate their support for the company's project. 🤝

For human resources

For the human resources department, a staff appraisal enables you to :

• target and propose training courses to suit each profile;
• identify and reward talent within the company;
• identify and process mobility requests ;
• set up appropriate training and career plans;
• interact with the company's employees.

How to carry out a successful staff appraisal?

Choosing a staff appraisal method

There are several evaluation methods:

• solitary or one-way appraisal: the manager fills in the appraisal grid on his or her own, then presents it at the interview, during which the employee gives his or her point of view;
• self-assessment or co-assessment: both parties are involved, filling in a grid beforehand, then discussing it during the interview;
• 360-degree evaluation : employees, including managers, are subject to evaluation by their colleagues, but also by third parties such as customers, suppliers, partners, etc.

⚒️ And when it comes to staff appraisals, Javelo is the ideal tool. Designed to streamline employee appraisal with its automated system, it reduces your administrative tasks and optimizes your efficiency by encouraging transparent and inclusive collaboration. By providing model questionnaires, it facilitates in particular :

• annual appraisal management,
• managing appraisals,
• the creation of personalized templates,
• collecting 360° feedback, anonymous or not.

Adapted to all evaluation methods, this secure engagement lever helps you to get back to the concerns of your teams, and then take them into account in your social barometers or training plans, for example.

7 best practices for evaluating your staff

#1 Evaluate all year round

• Train the managers who will conduct the interviews,
• set aside time for regular exchanges between managers and teams,

gauge the ambitions of each employee to offer them the best career path within your company.

#2 Anticipate

• Prepare interviews in advance and take the opportunity to adapt them to each employee,
• Keep track of remarkable achievements and areas for improvement throughout the year.

#3 Don't neglect self-assessment

Employees take stock of their achievements and take a critical look at their work. 💭

This will form the basis for the interview.

#4 Be a good listener

The interview is an opportunity for the employee to be heard by his hierarchy and human resources.

Be a good listener and let them express themselves... at the risk of seeing your employees detach themselves from your company.

#5 Communicate

It's vital that all stakeholders know and understand the ins and outs of the appraisal. ☝️

The role of human resources is to explain the process in order to create a climate of trust and exchange.

#6 Draw up a report

At the end of the appraisal, remember to draw up a detailed and exhaustive report.

This will make it easier to follow up on your employees and the steps that will follow, in particular :

• training requests,
• requests for mobility,
• follow-up interviews, etc.

#7 Involve your employees to better assess them

By getting employees more involved and giving them the space they need to express themselves, their results are bound to take off!

You meet their expectations, and they get the training they need to progress professionally: their work is better, and your company is more efficient.

49% of companies consider their performance management process to be "ineffective", and 85% of those surveyed aim to improve it.

Cabinet Deloitte

Technology at the service of people: software to help you in your endeavors

We don't doubt that you can now evaluate your staff like a boss 👏 ... But we recommend that you use suitable software, since the aim is to :

• to save you time,
• make you more productive,
• make the experience smoother and more engaging for your staff,
• make sure you don't forget anything,
• to do things by the book, among other things.

🛠 And to support you, there's nothing like skills and talent managementsoftware .

Eurécia Gestion des Talents, a comprehensive, à la carte HR management solution, lets you manage your human capital from A to Z, from recruitment to training, including skills management and interviews. It includes all the functionalities you need to easily assess and monitor your employees' performance, and to transform this data into concrete actions (such as setting up training programs). All with a focus on support and local management, to better retain your talents.

Factorial Acquisition Talents is 100% online, with an easy-to-use mobile application and intuitive PC interface. With its assessment functions, you can easily manage all aspects of your employees' performance and skills. The data collected will enable you to set up personalized training plans for each of your employees. This data will also enable your HR department to set up a successful GPEC within your company.

Qrew helps you manage annual appraisal campaigns. Track, manage and analyze appraisals in just a few clicks, thanks to a comprehensive, easy-to-use tool. Bonus: employees can self-assess to help them prepare for their interviews.

Skeely simplifies your appraisal interviews, with advanced functionalities for building and planning your interviews with complete peace of mind, thanks to over 10 pre-designed templates (professional, annual, etc.). Easy to use and fully customizable, the software lets you generate statistics to track the performance of your interviews, transcribe the results into GPEC analysis, customize your templates and campaigns to manage your staff's skills, and much more!

Talentsoft Performance & Competencies transforms traditional appraisals into collaborative and spontaneous evaluations, to create a continuous exchange between employees, managers and HR and develop a personalized work environment that benefits everyone.

See all software Performance Appraisal

Optimize your employee appraisals

HR processes are undergoing radical change within companies. Personnel appraisal is no exception.

Today's HR departments have access to high-performance software that enables them to implement appropriate practices.

HRIS software provides greater visibility and operational support for HR management, while GPEC tools help you to assess and manage your employees' skills.

However, companies are changing their processes, and no longer wait for the annual appraisal to assess their staff.

Are you ready to contribute to your employees' professional development? 🫡