Employee Performance Appraisal

Performance Appraisal is substantial in any organization and although employers understand the rationale for assessing employees’ performance, they sometimes view appraisals as a burdensome task that many would like to avoid. But by focusing on these appraisals we can come to understand the effect that it can have on your employees and the organization. The many benefits that it allows, even to go as far as to ensure that company objectives are met as well as employee performance, but with any organization appraisals can sometimes be bias.
As a company begin to think of ideas to help their company, they should consider first what ultimately helps to company to run and that is the performance of their employees, taking a look at company objectives and what goals they have achieved and where they are trying to get to in the future could be held up by as little things as ensuring that their employees are meeting the goals that they have set up for the company. Although the main objective of performance appraisals is to evaluate employees’ work performance, performance appraisals are also important for organizations because they reflect the effectiveness and efficiency of having organizational goals and objectives (Youssef, C. (2012). Performance appraisals can benefit employees and organizations by clarifying goals and expectations, as well as creating an environment of open communication. By having a plan the best performance appraisals can offer positive feedback and advice for improvement, and typically consist of a conversation between management and the employee.
One of the benefits of having performance appraisals is that it helps supervisors and employees to identify strengths and weaknesses of employee performance, while also offering an opportunity for supervisors and employees to discuss the employee’s goals for himself or herself, the supervisor’s goals for the larger department or organization and ways that the employee and the supervisor can work