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during the feedback meeting.
• Make it a two – way conversation,
in fact encourage the employee to
speak more.
• Listen to the employee and note his
points, suggestions, problems etc.
• The Manager should refrain from
an unfriendly and confrontational
attitude during the meeting. The
goal is not to make the employee to
feel bad.
• Provide a constructive feedback to
the employee i.e. in a way which
will motivate him to perform better.
On the part of employees:
Employees should focus on developmen-
tal aspects of performance appraisal.
The bank’s core value of humility should
come into play here i.e. to be humble
enough to accept corrections and com-
mit to improve even with an excellent
performance rating.
Employees should also note the follow-
ing:
• The employee should have a posi-
tive attitude towards the feedback
process and take the feedback in
good faith.
• Should listen to the suggestions of the
Manager calmly and try to incorpo-
rate them into his/her work plans.
• Should not hesitate to ask for the help
of his/her superiors.
• Should have an open mind and co-
operative attitude during the feed-
back meeting.
On the part of the organization:
The role of the organization in creating
the right framework and environment
that supports performance improvement
cannot be over emphasized.
• For effectiveness of the performance
management system and towards
building the trust/confidence of the
employees in the process, it is imper-
ative for the organization to ensure
prompt prosecution of all the phases
involved.
• There should be minimal gap between
the completion of an assessment and
release of the outcomes.
• The organization must consciously nur-
ture the culture of engagement and
communication as well as encourage
employees to speak out without fear of
repercussion.
In conclusion, both Managers and Employ-
ees as key stakeholders in performance
management process must give effect to
the well meaning framework of appraisal
system.
Performance reviews provide both the
Manager and employees opportunity to
reflect on past performances as a basis for
agreeing developmental plans.
A professionally conducted performance
review session will undoubtedly motivate
employee to superlative performance and
catalyze output.
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