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What are the benefits of conducting a Performance Appraisal?

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Employees will know where they stand with employers. Of course, the employee review is not the time to dump a year�s worth of concerns on an employee. You really should check in with the employee as issues arise and/or several times a year to give the employee a chance to improve. Then check on progress during this time.

Employers will know employees� concerns and hopes for their employment. Many times employees want to talk to their managers, but they don�t want to bother them or make a big deal out of an issue. But having a set time to discuss such issues makes it easier for employees to bring up seemingly small items they need to get out in the open. It�s also a time to share employees� goals for the future and for managers to help employees get on track to meet these goals.

Goals and specific steps can be set to improve performance, and to help employees move to the next level in their jobs. It�s not enough to just say an employee �needs to improve.� Instead, you need to identify steps the employee can take to improve in each area you discuss. Then set a date, 30 to 60 days later, to check on progress, and alter goals, if necessary.

You�ll have written documentation of what you�ve discussed, which can help if there�s a disagreement later about performance. For example, if you need to fire an employee down the road, but you have nothing in writing�and signed by you and the employee�you could be asking for legal trouble.

You�ll have one-on-one time to discuss anything that hinders performance and identify resources, training, or other factors that would improve the job.

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