The second step to help performance appraisals be less dreadful is eliminating fear through clarity of expectations. The organizational objectives the employee is supposed to achieve The resources and support the employee will need from the organization. The personal objectives the employee seeks in his or her work. The rewards the employee can expect for different levels of performance. Taking time to clarify these five areas will improve the two way communication between the manager and the employee by a great amount.
Communication is one of the most important aspects in an appraisal interview.
For more information on this topic, click here and here. In conclusion of this discussion, I hope that you will better understand the two major points in how to make appraisals less dreadful. Remember, what you say in an interview and how you say it is critical, click here to see examples of what NOT to say. V 82, no2, August 2000. V 60, no 6, June 1999.