Getting the most from appraisals -- from both sides of the desk

Yemm, Graham
March 2005
Management Services;Spring2005, Vol. 49 Issue 1, p36
Academic Journal
This article focuses on the benefits that can be gained from annual appraisals or performance reviews that are handled in a constructive manner. The reality is that a productive appraisal owes more to the quality of the communication between the people involved than to the paperwork. The salary review and appraisal can be linked, yet held very separately. There is no reason for not holding the appraisal, setting some goals and even specifying some behavioral change and then using this as a part of the salary discussion. Although there is a risk in having the appraisal and salary combined, it can work, regardless of the gap. If appraisals are conducted well and constructively, there should be a fit between the two. When conducted properly appraisals can achieve a number of benefits for all parties. The organization, the manager and the appraisee can: establish current levels of performance and benchmark across departments or functions; identify ways of improving performance, individually and collectively; set clear goals for the future; assess potential and desire for development; establish the appropriate means of motivation; and improve communication throughout. To reinforce the effectiveness, avoid making appraisals just an annual event. Set ongoing reviews to monitor progress towards the goals, to support any training or development and to improve communication between bosses and teams.


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