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Performance Appraisals can sometimes be an uncomfortable experience, for both managers and the employees and will often only help in further dividing the manager-employee relationship. Appraisals will often determine the next pay alteration, who is fired and who is promoted, the most common element of this sort of appraisal is often to underline what a person has done wrong.

However what people sometimes forget is that appraisals are there to try and help and improve a person’s performance. It is a method through which managers are able to gather important information from their staff which they then should use to try and better the performance, not only of that individual, but also of the whole project in general. Through focusing on the improvement and bettering of an individual, and not on punishing them for their faults, the emphasis of that appraisal, not to mention the experience of the employee, will no longer be a negative one.

With the correct approach, there should no longer be the division between employee and manager that there once was, now you should get the feeling that you are both working for the same team and that any criticism that you level at an employee is constructive and warranted.

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appraisals, course, employees, managers, performance, Performance appraisals, performance management, resource, training

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This entry was posted by Heather Buckley on Tuesday, October 13th, 2009 at 12:40 pm and is filed under Management Skills. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.