The Management Blog
Tips & advice to help you improve your performance
Although appraisals can be motivating and empowering when you meet with certain employees, that’s not always the case.
When you have a team member who has been underperforming, the meeting is likely not going to be pleasant for you or the individual.
Appraisals don’t have to be dreaded by either staff members or management.
Although they often have a bad rep, and have employees worried for weeks about possible negative feedback, employers should re-conceptualise this as an opportunity rather than a “review.”
The traditional appraisal process has been around for decades.
It involves an annual meeting with a supervisor where employees must listen to their strengths and downfalls, and areas where they must improve.
Employee appraisals provide an opportunity for the employee and the boss to sit down one-on-one to discuss progress and goals, so why is it that these meetings are often dreaded and pointless?
Although this is a time for the appraiser and the appraisee to get on the same page about the year ahead, appraisals are often mishandled by managers, who make the following mistakes during these meetings:
Nobody likes to receive negative feedback, and this can be especially crushing when it happens at work.
If your boss has just given you a negative performance review, you may feel shocked, hurt, angry or confused.