We should all be doing them, but often they can be seen as negative, they really shouldn’t and here’s why you should value the Performance Appraisal;
1. Motivation
The No. 1. reason for appraisals is to motivate employees. Motivated employees work harder, they are happier and enjoy their job. The appraisal should not been seen as negative and managers need to manage expectations and give staff time for pre-meeting work.
2. Employee Development
Performance appraisal helps determine who is in need of more training as it gives information regarding the strengths and potentials as well as weaknesses of the employees. It’s also a chance for the employee to request training, another positive of the appraisal.
3. Corrects Deficiencies
Performance appraisal detects employee deficiency and suggests on corrective measures to be taken. This should also be viewed by both sides as a positive.
4. Career Growth
Appraisals serve as a tool for the employees’ career planning and development as it assists in preparing each employee’s SWOT analysis.
5. Promotion
Appraisals help management. Having completed the appraisal properly, management should be able to determine which employee is to be promoted, transferred or rewarded. There should be no guess work.
6. Improves Performance
Performance appraisals major focus is on improving employees performance. Both parties should welcome this chance to review the role, as it analyses and evaluates the opportunity factors like technology and social process. And by ‘Social processes’ we mean the various modes of interaction between individuals or groups; including co-operation and conflict, social differentiation, integration and development