Reaping the Benefits of Performance Appraisals
Creating and implementing a structured performance appraisal process is by no means a modest challenge. For one thing, performance appraisals invariably create additional work for supervisors. The process also puts pressure on employees by forcing everyone to establish specific goals and identify the behaviors necessary to achieve those goals, which some may view in the short term as simply "busy work." What's more, the very nature of appraisal systems puts both employees and supervisors into situations that most people find uncomfortable. Being, in effect, "graded" makes many employees feel as though they're back in school, for example. And most managers, even those who've been involved with an evaluation process for many years, find it difficult to be both candid and constructive when they're conducting an appraisal session that involves negative feedback.
Why, then, should you put in the time and effort needed to create and implement this process? The answer, simply put, is that the long-term benefits of an effectively structured and administered performance appraisal process far outweigh the time and effort the process requires.
Here's what a welldesigned, well-implemented performance appraisal system can do for your company: