If your idea of a performance appraisal simply involves handing your associate a small piece of paper with a dollar figure on it, you just might be in the majority but you are doing your associate and your business a great disservice.

Every associate should have a complete job description which clearly identifies the key result areas (KRA) for which they are responsible. Goals must be set for the new appraisal period which are both realistic and in line with your company plan.

The appraisal design should provide objective (measurable) results. No more than 15% - 20% of the appraisal should involve subjective criteria. The performance appraisal will never be a surprise to the associate who can daily/weekly/monthly measure their progress of key performance indicators (KPI) against predetermined goals.

JE Lynch & Associates, LLC will design and write full job descriptions along with objective and measurable evaluations for your unique operation. All associates must have a clear understanding of what is important, how it will be measured, and the goals to be achieved.

If you are of the belief the only incentive necessary for a salesperson is job security, you are oblivious to the industry demand for productive sales associates and are undoubtedly experiencing high turnover. JEL retail management consultants will demonstrate the importance of making your associates partners in your business and structure programs to help you recognize and reward those employees who contribute to your store's profitability.