Employee Appraisal Form Example: Fill & Download for Free

10 tips for Corporate Success!My answer has nothing to do with the Suits series. I just love the show and Harvey Specter! Couldn't think of a better image for corporate success.However, following are some practical and not fictional tips for success at work. I have executed them religiously over the years and have yielded wonderful appraisals and appreciations. Am confident you will find them useful too!1. Jot it down!Set a daily Calendar reminder towards the end of the day to document any worthwhile achievement, new ideas, appreciations etc. you had during the day. When the appraisal form comes, you won't be left wondering what work you did in the past year. Just open this reminder and copy paste.2. Manager knows best!State your case, with all of the above documented points on the appraisal day with your manager. Always conclude the discussion saying"Sir, you are my manager, you know my work (emails) and I trust you know whats the best rating for me."This has worked like a charm in my appraisals with a top rating outcome everytime.3. Micromanagement problem?Keep your manager copied as much as possible in all your emails, unless asked otherwise. This helps leave an impression that you are working hard and he/she won't micro manage you often.4. Smile!Smile whenever you come across anyone in office. This will help you on your last working day when you have to go through multiple departments for approval. Smiling leaves a positive impression about you in the other person's mind and they will remember that when you go to them for any help.5. Not everybody loves Raymond!No matter, how good, how helpful, how hardworking you are, remember there will always be someone who won't like you. That's ok! Don't sweat over it! You can't be in everyone's good books.6. Chai time!Dont just work all the time but do go out for tea breaks or lunch with your colleagues. This helps create a positive atmosphere around you and you won't dread coming to work.7. No bitching please!Appreciate people (especially team mates) whenever you can, and no matter how tempted you are, never say anything bad about anyone (team mates, managers) even in private.8. Working with the Hulk!If your work is dependant on somebody who doesn't respond to your emails or calls, don't go and blast them for it. Rather sit with them for the first few times, be nice, have a conversation, get the work done. Do this for 2 or 3 times and see how the email works eventually.9. Office lifelines!Again, smile and be nice to the office boys, cleaners, photocopiers, Pantry guys, cab drivers, security, delivery boys. When you practice this with them, it will start coming naturally to you with everyone around you.10. The art of Subtle boastFinally, learn the art of subtle boasting. Following is an example of a certification I completed and wanted my boss to know about it. However, rather than telling him directly of my achievement, I send an email to my team, copying him."Hi Team, I was able to successfully complete the Google Adwords certification yesterday. I'd encourage you all to give it a shot in your spare time as it would help in our campaign planning. I would be more than happy to help you with any info or queries you may have on the same."Cheers.Image Source : Suits - Google.

If you are able to make a performance appraisal form, what are the indicators you will include? Why?Performance Standards are unique to each job.The objective is to be fair. For each job role, the standards must be specific, and measurable.Appraisals must beObjective“Consistently produces X number”NOT subjective.“Does good/bad job.”Some employers support this mnemonic for establishing performance factors:S. M .A. R. T.Specific - (“produces X”)Measurable - (number, speed, frequency, error rate)Agreed upon - (clearly communicated, employee aware)Reasonable - (“do-able" expectations)Time bound - (per schedule, meets deadlines/delivery dates)Examples of measurable standards …Managers-Low turnover/overtime/errors/wasteHigh productivity/retention/cost effectiveness/improvements/solutionsCreative or Knowledge ProfessionalsFew missed deadlinesHigh volume/completions/precision/effectiveness/sales dollars

It’s extremely hard to recommend a solution without company-specific knowledge, but I’ll try to provide some guidelines, and then a generic list of things that could go into the form.So, your first duty is to look at the priorities of the business, if you haven’t done so already. What is important to key stakeholders (CEO, sales director, production director)? What does the company strategy say? ? Is it retaining and recruiting people, because the labor market does not have a vast supply of talent? Is it quality customer service?Current business priorities are the basis for any appraisal form that aspires to go beyond a tedious bureaucratic ritual.Second, make the form individually customizable. Managers should be able to assign different weights to various objectives, or choose some priorities from a pool, or maybe put “n.a.” in areas which their reports have no influence on. Otherwise, some people will not be happy with the genereic form.Third, your from will likely include a rating scale. You may not be aware of this, but this is the Achilles’ heel of your endeavor which may come back to bite you - HARD. I’ve seen amateurish rating scales absolutely derail and destroy appraisals, so bear with me. Keep it short (maximum 5 items), idiot-proof, well described, TRAIN managers in using it. Provide examples - ideally, for each item that ends up on your form, give an example what each rating looks like in terms of specific behaviors and outcomes.Item #3 really is critical and often overlooked. I’ve seen 9-point scales and percentage scales implode - usually:step 1: Employees complain of being rated unfairly,step 2: Someone takes an interest and asks managers how they rate - often informally or semi-formally in a departmental meetingstep 3: is the “HOLY F#CK” moment when directors realize people were getting anywhere from 20 to 80 % for the exact same behaviors (managers simply interpreted stuff their own way) and the past 2 years of performance bonuses and all the bureaucracy associated with the appraisal were an utter waste.Having said all that, here are some typical catch all areas for a generic assessment:Business results (with an appropriate weight, often over 50% of the total score)InitiativeInnovation (only for some companies/departments, please don’t force accounting to rate themselves for innovation)TeamworkBuilding relationsCommunicationExpert knowledge/skillsSelf developmentCustomer orientationProblem solving, decision making, analytical skills (only for some companies/departments)I hope I helped. Best of luck!