because it makes it possible for you as the manager or evaluator to identify the deviations of your employees from the established standards. The results of the comparison may be depicted positive or negative results that would call for appropriate action depending on how you deem the results to be. Some of such actions include recalling, assessing and scrutinizing data concerned with the performance of employee among many others.
As an issue of concern, comparing actual performance with desired standards also enables the manager to institute appropriate measures that would help in enhancing performance that needs to be met and at the same time working on areas that should be improved to attain organizational objectives and goals ultimately Step 5: Discuss results of appraisal As earlier mentioned, Process of Performance Appraisal is a continuous process that takes time. As a manager, the next thing you need to do is to ensure that you communicate the feedback of appraisal to your employees on a one-on-one basis. It is always challenging for managers to present truthful appraisal to the employees and enable them to constructively accept the results, especially if it reflects more negatives than positives. But what you need to know is that discussing feedback together is a better approach of allowing them to understand their strengths and weaknesses. This ultimately has an impact on how they will perform in future depending on how you communicate the feedback whether positive or negative.
- Fall '19
- Mary Azegele