Dealing with performance appraisals

How do you treat performance appraisals?

There can be a great deal of mixed emotions and stress leading into such appraisals. Some people believe they are being victimised and the whole appraisal process is manufactured to suit the employer, while others feel they are a really good opportunity to assess how they and the organisation are progressing.

To be honest, there probably are a few organisations that use the appraisal process in a negative manner. I believe they are in the minority.

It is to the benefit of all parties if the appraisal is conducted in an open, honest and positive manner with clearly defined guidelines, objectives, outcomes and expectations for your future and that of
the organisation.

The process should be considered an ideal opportunity for you to gain an understanding of your strengths, weaknesses and future direction and to learn how they can be further developed to maximise the outcome for you and your employer.

It is an ideal time to suggest what training you may need, which direction you may follow and to ask your employer where they feel you should
be headed.

An appraisal is a two-way process and requires a solid and prepared contribution from both parties.

Ensure you have the relative documents or data to support any request you may make. Take the time to do your research and only tender the facts that support your case.

Try not to allow emotions to overtake the appraisal process as this will only cloud the circumstances and any decisions that may need to be made.

An appraisal can be a rewarding experience if it is treated openly, honestly, without bias and with the intention of improving yourself and
the organisation.