Step-by-Step Framework to Conduct Performance Appraisals l Performance Appraisal Process

Рет қаралды 10,983

Күн бұрын

In this video, Rajiv Talreja talks about a step-by-step performance appraisal process you should follow in order to conduct fair appraisals where both the employee and employer are happy with the outcome of the meeting.
Rajiv also talks about what needs to be done before performance appraisal meetings and what needs to be done after performance appraisal meetings if you want to build high-performing teams in your organisation.
It does not matter if you are an agency, a product business, or a professional service provider; everyone needs to consider these steps if they want to conduct fair salary appraisals for all their team members.
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About Me
I am Rajiv Talreja, an Investor, Serial Entrepreneur, TedX Speaker, and a Business Coach. I went on a learning journey in 2012, and through my learnings and experiences, I am on a mission to help small and medium business owners grow their businesses. I have impacted the lives of more than 500,000 people over the last decade through my training programs and built an exclusive community of 1500+ entrepreneurs who we handhold as business coaches via 1-to-1 coaching.
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Пікірлер: 4

@MrDipdangadhvi 6 ай бұрын

In my office We have designed a method of Increament of salary on a yearly basis, and role upliftment ( promoting the role duties and adding power and "senior" to the post) at an interval of 8 months. Based on the grades they earned during that tenure. Mostly the "DONE SCORE" .

@tejasurendarreddy9736 7 ай бұрын

Hi Rajiv i appreciate the content you deliver but for this video i think you can keep somewhat new/different views from your end as what you have said is completely following nowadays in every companies especially MNC's Now coming to goals which u have said is it necessary to keep the goals because based on our skill assessment and job roles & responsibility only they will hire us and we will perform those job responsibilities . So instead of goals they simply can point out in our job responsibilities where we have failed so that the employee can get convinced instead of keeping the goals.😊 Lastly I think as a human nature though the emoloyeer give appraisal in a fair & transparent manner the employee never satisfies for his given hike and simply resign by searching other company with more hike which is a never ending process