How to conduct performance appraisal

1. Research performance appraisal methods.

Before you can decide on the best performance appraisal method for your company, you need to understand the different options available. Research popular methods, such as forced distribution, 360-degree feedback, and management by objectives. Consider the pros and cons of each method to decide which will work best for your organization.

2. Train your managers.

Once you've selected a performance appraisal system, it's important to train your managers on how to use it effectively. They should understand the purpose of the appraisal, how to properly complete it, and what to do with the results. Providing training will help ensure that the appraisals are conducted fairly and accurately.

3. Implement the system.

Once your managers are trained, it's time to implement the performance appraisal system. Communicate the details of the system to your employees and make sure they understand how it works. Then, start using it to assess employee performance on a regular basis.

4. Review and adjust the system.

After you've been using the performance appraisal system for a period of time, take a step back and review how it's working. Are the appraisals accurate? Are employees motivated by the system? Are there any areas that need improvement? Adjust the system as needed to ensure that it's effective and efficient.Performance appraisals are a key part of any successful organization. By taking the time to research, implement, and review a performance appraisal system, you can ensure that your employees are being accurately and fairly assessed.

When it comes to performance appraisals, employers must consider the legal implications of this process. By understanding the law, employers can avoid potential lawsuits and ensure that their performance appraisal process is fair and effective.

The following are some of the key legal issues to consider when conducting performance appraisals:

1. Evaluation Criteria

When evaluating employees, employers must ensure that the criteria used are job-related and consistent with business necessity. Criteria that are not job-related or necessary can lead to charges of discrimination.

2. Documentation

It is important to document an employee's performance throughout the year. This documentation can be used to support the evaluation during the performance appraisal process.

3. Appraisal Process

The appraisal process should be fair and objective. Employees should be given the opportunity to provide input and feedback during the process.

4. Appeals Process

Employees should be given the opportunity to appeal their performance appraisal. This appeals process should be clearly defined and fair.

By considering the legal implications of performance appraisals, employers can avoid potential problems and ensure that the process is fair and effective.

Should you be honest in your performance appraisal.

This is a question that many people ask themselves before their performance review. And the truth is, there is no right or wrong answer. It depends on your individual situation and what will ultimately benefit you the most. Here are some things to consider before you decide whether to be honest or not in your performance appraisal.

The Pros of Being Honest

The main pro of being honest in your performance appraisal is that it can help you improve. If you're honest about the areas in which you need improvement, your boss can help you develop a plan to address those areas. Additionally, being honest shows that you're aware of your own weaknesses and that you're committed to improving.

The Cons of Being Honest

The main con of being honest is that it could potentially hurt your career. If you're honest about your weaknesses, your boss may see you as a liability and may be less likely to promote you or give you raises. Additionally, your honesty could be used against you in future performance reviews.

So, should you be honest in your performance appraisal? It's up to you to decide. Consider your individual situation and what will ultimately benefit you the most.

How to prepare for you performance appraisal.

It's that time of year again. Your boss has called you into her office for your "annual performance review." You take a deep breath and try to remain calm.

After all, this is just a routine meeting to discuss your job performance over the past year, right?


Your performance review is actually one of the most important meetings you'll have all year. It's your chance to demonstrate to your boss that you're a top performer and worthy of a raise or promotion.

Here are a few tips to help you prepare for your performance appraisal:

1. Review your performance objectives.

Before your meeting, take some time to review your performance objectives. Make sure you can confidently answer any questions about whether or not you've met those objectives.

2. Prepare a list of your accomplishments.

Your boss may not be aware of all the great things you've done over the past year, so it's important that you take the time to remind her. Make a list of your accomplishments, both big and small, and be prepared to share them during your meeting.

3. Practice your responses.

You may be asked tough questions during your performance review, so it's important to practice your responses in advance. Don't be caught off guard by tough questions about areas of improvement.

4. Be professional.

Remember, this is a business meeting. Even if you don't agree with everything your boss says, it's important to remain professional. Avoid getting defensive or emotional.

5. Be prepared to negotiate.

If you feel you deserve a raise or promotion, be prepared to negotiate. Come into the meeting with a specific number in mind. And don't be afraid to ask for what you want.

Your performance review is an important meeting that can have a big impact on your career. By following these tips, you can be confident and prepared to make the most of it.

What to do after your performance appraisal.

After your performance appraisal, there are a few things you should do in order to follow up and make the most of the feedback you received. Here are a few tips:

1. First, take some time to reflect on the feedback you received. What do you agree with? What do you disagree with? What are your next steps?

2. Next, talk to your manager about the feedback. Thank them for their feedback and discuss any areas of disagreement. This is a chance to get clarification and ask any questions you may have.

3. Finally, develop a plan of action. What are you going to do differently as a result of the feedback you received? What are your goals for the next performance period? Put your plan in writing and share it with your manager.

By following these steps, you can make the most of your performance appraisal and use the feedback to improve your performance and reach your goals.

Find out more about our mentoring software or book a demo

Peer Pioneers

Peer Pioneers

Mentoring Action Plan - Strategic Human Resource Management