performance appraisals comments

1. Performance appraisals comments
Middle and upper management use performance appraisals to gauge how effective the
staff are in their job functions. Over the years, this management tool has evolved from
a simple employee evaluation tool a powerful method of improving the overall
performance of the organization.
Needless to say, performance appraisal has become a very important periodic event
that leaves managers scrambling to provide the most accurate appraisal for their staff.
Truth be told, it is not something managers look forward to considering the paperwork
that it entails. However, evaluating employees doesn't have to be a painstaking
activity. In fact, there are tools available that will help managers be as specific as
possible in writing down the appraisal in the corporate pro-forma form.
Managers should be very specific with their performance appraisal comments so that
the employee being appraised will have a clear idea of how he or she is faring up
against the criteria set up by the company.
It has long been argued that performance appraisals are more subjective than
objective, but if the company designs a rating system, then the managers will be able
to balance the subjective and objective aspects of the process.
This is why effective performance appraisal comments are designed to capture the
employee's performance without being too subjective. The more specific the
comments are, the more it shows how involved the manager is in the process. This
means that if the manager uses comments that are spot on to the employee's actual
performance, then it would appear that the manager is in constant interaction with the
employee throughout the year. Such involvement shows how the manager is
committed to improving the employee's performance, consequently boosting the
entire organization's chances of hitting the corporate targets.
Effective performance appraisal comments contain details that would show that time
and effort are spent in evaluating the employee. It is not enough to say that a
particular employee is not doing his or her job; the specific situations that led to the
conclusion should be mentioned so as not to invite untoward incidents, caused by
questionable insinuations.
In this regard, it is important to note down the situations, whether good or bad, which
greatly affect the performance of the employee. With specific situations being
recorded or noted, then it becomes easier for the manager to answer and quell
disputes.
If there are specific criteria that have been set up where the employee performance
can be evaluated against, then it becomes much easier for the manager to come up
with specific and accurate comments. Such accuracy contributes to a more effective
evaluation process that is able to capture the actual performance of the employee and
subduing possible disagreements between parties involved. Performance appraisal is

2. one of the more sensitive aspects of management, but it is indeed a very important
tool in keeping staff at bay.
It also provides upper management a quick and condensed version of the overall
performance of the organization. As such, the appraiser needs to utilize this tool to
keep all parties involved in a harmonious co-existence.
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performance appraisal.