The performance appraisal boosts the morale of the employees and motivates them to work more towards achieving the goal of the organization. Performance reviews and appraisals help to analyze an individual’s performance and how the individual employee’s role will affect team performance.

Appraisals provide the opportunity to recognize and reward employees and to ensure they feel valued for the work that they do. By monitoring performance and progress against objectives employers can assess whether to reward staff with salary increases, promotions, or bonuses.

A performance appraisal is a regular review of an employee’s job performance and overall contribution to a company. Companies use performance appraisals to give employees big-picture feedback on their work and to justify pay increases and bonuses, as well as termination decisions.

Performance appraisal is a systematic evaluation of the employee’s present job capabilities and also his potential for growth and development by his superiors. The informal appraisals are unplanned while formal appraisal system is set up by the organisation to regularly and systematically evaluate employee performance.

The key to having good all-round performance is five performance objectives: quality, speed, dependability, flexibility and cost.

A well-rounded performance appraisal requires the worker to assess his own performance on the job. The employee has an opportunity to state his point of view on his job performance. Giving workers an opportunity to assess their own performance can improve morale.

1. Know the elements of an effective performance review. Performance reviews give employees and managers a chance to discuss how employees are doing and how they can do better, together. Done right, they can engage and motivate employees to maximize and align their efforts.

Delivering an Effective Performance Review

1. What the Experts Say.
2. Set expectations early.
3. Lay the groundwork.
4. Set a tone.
5. Constructively coach.
6. Hold your ground.
7. Principles to Remember.
8. Case Study #1: Understand and set goals together.

Here’s what to do if you disagree with a bad performance review: Acknowledge any valid criticism and talk about your plan to improve. Then bring up things you feel are inaccurate, using clear examples that back this up.

How to get started writing your self-evaluation

1. Reflect on feedback.
2. Make a list of your top accomplishments and identify areas for improvements.
3. Gather analytics to show impact.
4. Make a commitment to improve.
5. Set a SMART goal for yourself.
6. Create a plan of action.
7. Communication.
8. Job Performance.

After you have determined what you would like the employee to do, add specific details on the expectations. Goals should be written so they are specific, measurable, achievable, relevant and time-bound (SMART). This format provides clear communication between employees and supervisors/mangers.