Performance Appraisals. Two words that can make the hair stand on end for both employees and managers. Poorly done, performance appraisals can leave you with underperformers who lack the direc- tion to change their behavior, good performers who feel unrecognized for their work, and, worse yet, problem employees who should be dismissed, but a lack of appropriate documenta- tion prevents this. | Global Knowledge Expert Reference Series of White Papers B ÂÉ ïB B KMOOOOCOtl B 1. MO Performance Appraisals -How to Make Them Work For You MO 1-800-COURSES Performance Appraisals - How to Make Them Work For You Steve Lemmex Global Knowledge Course Director PMP 7 . Introduction Performance Appraisals. Two words that can make the hair stand on end for both employees and managers. Poorly done performance appraisals can leave you with underperformers who lack the direction to change their behavior good performers who feel unrecognized for their work and worse yet problem employees who should be dismissed but a lack of appropriate documentation prevents this. Performance appraisals can be a rewarding experience for both the employee and employer if the appraisals are carefully planned geared toward the right objectives and form part of an ongoing process aimed at continual performance improvement. Purpose of Performance Appraisals Performance appraisals provide a review of how well employees are able to meet expectations. Most organizations have a general idea of what target performance looks like but fail when it comes to communicating this target. Imagine your job is to sell tires and you sell more than anyone else. You rule What if you did not know that management expects you to concentrate on selling the more expensive brands that something about your work behavior alienates your colleagues and that your lack of attention to detail and paperwork creates confusion for other people But you did sell the most tires so what s the problem Employees need a detailed plan to show them how to succeed at their jobs. They need specific targets in all areas of responsibility and they need to know where they stand at any given time. There are three reasons why employers need to use performance appraisals. 1. To set performance standards and in some companies form the basis of a reward system. 2. To form the basis of a coaching plan. 3. To document poor .
