Here is an article for the call center managers that write and deliver many performance appraisals each year. Let us know what you think of Charlie Bentson King’s suggestions.

The traditional performance appraisal involved the manager meeting with the employee once a year and going over their performance. The conversation was typically one-sided with the manager doing all the talking. The review was good, bad or average and mostly based on what the manager remembered. Once the appraisal was over the review was filed and nothing else happened.

Things have changed quite a bit over the years and now the performance appraisal is thought of as an ongoing performance improvement tool. Essentially the performance appraisal never ends. It is continuous. Here are the different steps of a continuous performance appraisal.

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First you start with the preparation. The employee is always involved in this process – the employees needs to define their own performance by appraising themselves. The performance appraisal is a two-way street and cannot be effective if the employee being appraised is not involved.

Next, the manager gathers data and most importantly takes the time to gather the data. This is not a one day gathering process. If this is the second year of the continuous appraisal then the data gathering process will be easy because it has occurred throughout the year. If this is the first time then the gathering needs to start well in advance of the appraisal.

The appraisal meeting is also a joint process. The manager should always begin by putting the employee at ease. Appraisals can be stressful and an employee will open up and participate more if they are relaxed. Managers need to make sure they are listening to the employee and not doing all of the talking. By the time the appraisal is finished mutual goals and objectives for the coming year should be agreed upon.

The follow-through is the final step in the continuous appraisal and the follow-through lasts the entire year or until the next performance appraisal is conducted. Evaluate the employee in their environment and make sure that you communicate positive feedback often. Remember that coaching is the most important part. Make sure that your employees are reaching their goals and objectives and give them the help they need to succeed.

The continuous performance appraisal is the key to achieving optimum performance out of your entire staff. Remember that the process is about coaching and that it is a year-round appraisal. If there is a constant focus on the goals and objectives then an improvement in performance is virtually assured.

Charlie Bentson King is a writer and producer of training videos for TrainingABC. TrainingABC is a distributor of management training videos including performance appraisal videos and DVDs.