THE PERFORMANCE APPRAISAL INTERVIEW:
Any discussion on performance, formal or informal, if carried out successfully,
can have a positive effect on everyone involved (supervisor, employee, and organization).
Such review can build mutual credibility and trust and help develop better communication.
In most cases employees want to do a good job. They want to grow and be more knowledgeable
and skilled in the future. The organization and management need to make a commitment to that
goal in order to make full use of the human resource potential they have.
PERFORMANCE APPRAISALS BENEFIT THE ORGANIZATION:
Appraisals help spot employees with potential for advancement. Appraisals bring attention
to the so-called high-potentials - people who have both the will and the ability to excel in
the organization. Appraisals can also aid in the human resource planning of the organization. --
Appraisals provide management with a profile of the supervisor. One important incentive for
supervisors to do appraisals expertly is that higher management can observe their skills in
managing and developing their group. -- Appraisals help ensure that everyone is working in the
same direction. During the evaluation meeting, supervisors can convey the mission and goals of
the organization to their employees. -- Ultimately, individual performance is judged by
contribution to these overall goals.
FOUR WAYS TO USE THE DEVELOPMENT PLAN:
1) To develop a plan for personal growth and job enrichment. 2) To strengthen performance
or improve a skill that does not meet position requirement. 3) To acquire a new skill, ability
or know-how needed by the department. 4) To prepare the employee for any future plans they have
for themselves. Note: Not all of these areas may be worked on at the same time - the supervisor
and employee may need to focus on certain areas during a given period of time. The key here is
to strike a balance between individual and departmental goals without risking one for the sake
of the other.
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