Employee appraisal comments

1. Employee appraisal 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

2. that is able to capture the actual performance of the employee and subduing possible
disagreements between parties involved. Performance appraisal is 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.
http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms for
performance appraisal.