How Do I Give an Objective Performance Appraisal?

Article Details
  • Written By: M. Kayo
  • Edited By: Susan Barwick
  • Last Modified Date: 04 October 2019
  • Copyright Protected:
    Conjecture Corporation
  • Print this Article
Free Widgets for your Site/Blog
There is a railway line in the hills above Budapest, Hungary, that has been operated by children for over 70 years,  more...

October 13 ,  1943 :  In a major turn of events in World War II, Italy declared war on Germany.  more...

Conducting and giving an objective performance appraisal is a simple process if you follow a few simple guidelines. Regardless of the appraisal method used, there should be an atmosphere that encourages discussion between both parties. The type of feedback provided and the intention of that feedback are also important in conducting an objective performance appraisal. Setting goals will help both manager and employee to determine the direction and future performance of an employee. Above all, the manager facilitating the performance appraisal should come to the meeting well-informed.

One of the most critical factors in conducting an objective performance appraisal is open communication between the manager and subordinate employee. An employee who feels that a manager will strive to be open and honest will likely be more trusting in considering both positive and negative details of a performance appraisal. Likewise, when open and honest discussion is encouraged, the atmosphere of the meeting will be more relaxed, and an employee may be more likely to provide an honest and accurate appraisal of his own job performance. Research also shows that those employees who feel they can talk freely and openly about their job performance are more likely to feel satisfied with the results of a job appraisal.


When conducting a performance appraisal, help the employee understand that any negative feedback or comments are only brought to light to work through any challenges and improve future job performance. Employees who are able to recognize constructive criticism and use the information to improve will be less apprehensive about an already tense and anxious situation. Conducting a successful performance appraisal is dependent upon a manager's ability to assure an employee that the intent of the appraisal is only helpful and constructive.

Helping an employee to set goals for future performance is also key to providing an objective performance appraisal. All employees should have some sort of goals established in regards to their time and efforts expended at a company or business. Goals help employees to be motivated, work more efficiently, focus attention, and strive to perform better in their duties. Managers are an integral part of assisting employees to set and meet established goals. Pre-established goals help to ensure an objective performance appraisal by using the goals as a standard of performance.

There are a number of objective performance appraisal methods. The Management by Objectives (MBO) performance appraisal represents a method of evaluating an employee's performance based on a pre-determined set of job objectives. Different objectives for a particular position or job are first established jointly at a meeting between a manager and employee. Variations on the MBO are one of the most commonly used types of performance appraisal.


You might also Like


Discuss this Article

Post your comments

Post Anonymously


forgot password?