Why performance appraisals are important

It can also be useful when an employee who used to be a high-performing worker suffers a decline in productivity or performance. A performance appraisal can give these employees a helpful nudge to enhance their performance.

Employees sometimes feel like they are not being heard by their managers or employers. This can act as a disincentive and cause employees to do the bare minimum instead of working hard to achieve success. It is important to ensure that all employees know they are being listened to and that their ideas are worthy of consideration.

Performance appraisals are an excellent platform for communication and can encourage employees to ask questions, share ideas or discuss their concerns about various topics that may impact their work performance.

As performance appraisals are usually one-on-one, employees often feel more comfortable discussing these topics rather than in front of a group or other employees. Performance appraisals can provide managers and employers with a wide range of useful information, such as who their best-performing employees are and what incentives help boost productivity. A performance appraisal has the potential to enhance employee engagement, improve communication, encourage transparency and allow for recognition when it is deserved.

For more information about why performance appraisals are important, reach out to the experienced PEO consultants at BenefitCorp. Call by phone at Skip to primary navigation Skip to main content Skip to primary sidebar Skip to footer. Why Performance Appraisals are important.

Finding out the need for training and development During an appraisal meeting, the employer can point out the areas where the employee needs improvement. Improving communication between management and employee Most often, there is a communication gap between the supervisor and the employee, especially when the employee is new to the company.

Related articles. See All News. Start the conversation Get in touch Request a Brochure. Get in touch. One of the key enablers for achieving employee engagement is to ensure that employees have a voice and appraisal and performance review meetings can help to fuel discussion and empower staff to share their opinions. They will feel encouraged to influence innovation by feeding ideas upwards and the relationship which develops from open communication within appraisal systems will help employees to feel more able to approach and discuss any ideas or issues outside of these meetings as well.

Open discussions on performance can help to identify any problems early and provides the opportunity to explore positive solutions. Managers can look at what additional training and support could be provided to enable the employee to achieve results which they would feel proud of.

High performing employees can be supported with further training to help them to progress to the next level in their careers. Issues can usually be nipped in the bud before they escalate to the point of someone leaving if they can be raised through appraisal meetings. It is a great opportunity for an employee to raise any worries or concerns, or to discuss any barriers which they feel are holding them back.

Taking the time to listen to employees and address any concerns helps to create a happier workforce and will continue to fuel a culture of openness and trust.

For appraisals and performance communications to work to best effect, managers need to feel effectively equipped to provide regular feedback and ongoing performance management.

Investing in training for managers to able to deliver effective performance appraisals with an authentic approach is a worthwhile investment. Maintaining a natural management style will help them to foster the trust and respect needed to build open and transparent relationships and developing skills such as active listening and performance assessment will help to ensure a constructive appraisal system is in place.

Gill is a founding Director of Pure Resourcing Solutions has worked in the recruitment field since