| Middle and upper management use performance | | | | throughout the year. Such involvement shows how the |
| appraisal to gauge how effective the staff are in their | | | | manager is committed to improving the employee’s |
| job functions. Over the years, this management tool | | | | performance, consequently boosting the entire |
| has evolved from a simple employee evaluation tool a | | | | organization’s chances of hitting the corporate |
| powerful method of improving the overall performance | | | | targets. |
| of the organization. Needless to say, performance | | | | Effective performance appraisal comments contain |
| appraisal has become a very important periodic event | | | | details that would show that time and effort are spent |
| that leaves managers scrambling to provide the most | | | | in evaluating the employee. It is not enough to say that |
| accurate appraisal for their staff. Truth be told, it is not | | | | a particular employee is not doing his or her job; the |
| something managers look forward to considering the | | | | specific situations that led to the conclusion should be |
| paperwork that it entails. However, evaluating | | | | mentioned so as not to invite untoward incidents, |
| employees doesn’t have to be a painstaking | | | | caused by questionable insinuations. In this regard, it is |
| activity. In fact, there are tools available that will help | | | | important to note down the situations, whether good or |
| managers be as specific as possible in writing down | | | | bad, which greatly affect the performance of the |
| the appraisal in the corporate pro-forma form. | | | | employee. With specific situations being recorded or |
| Managers should be very specific with their | | | | noted, then it becomes easier for the manager to |
| performance appraisal comments so that the | | | | answer and quell disputes. |
| employee being appraised will have a clear idea of | | | | If there are specific criteria that have been set up |
| how he or she is faring up against the criteria set up | | | | where the employee performance can be evaluated |
| by the company. | | | | against, then it becomes much easier for the manager |
| It has long been argued that performance appraisals | | | | to come up with specific and accurate comments. |
| are more subjective than objective, but if the company | | | | Such accuracy contributes to a more effective |
| designs a rating system, then the managers will be | | | | evaluation process that is able to capture the actual |
| able to balance the subjective and objective aspects | | | | performance of the employee and subduing possible |
| of the process. This is why effective performance | | | | disagreements between parties involved. Performance |
| appraisal comments are designed to capture the | | | | appraisal is one of the more sensitive aspects of |
| employee’s performance without being too | | | | management, but it is indeed a very important tool in |
| subjective. The more specific the comments are, the | | | | keeping staff at bay. It also provides upper |
| more it shows how involved the manager is in the | | | | management a quick and condensed version of the |
| process. This means that if the manager uses | | | | overall performance of the organization. As such, the |
| comments that are spot on to the employee’s | | | | appraiser needs to utilize this tool to keep all parties |
| actual performance, then it would appear that the | | | | involved in a harmonious co-existence. |
| manager is in constant interaction with the employee | | | | |