Performance appraisals commentsMiddle and upper management use performance appraisals to gauge how effective thestaff are in their job functions. Over the years, this management tool has evolved froma simple employee evaluation tool a powerful method of improving the overallperformance of the organization.Needless to say, performance appraisal has become a very important periodic eventthat 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 paperworkthat it entails. However, evaluating employees doesnt have to be a painstakingactivity. In fact, there are tools available that will help managers be as specific aspossible in writing down the appraisal in the corporate pro-forma form.Managers should be very specific with their performance appraisal comments so thatthe employee being appraised will have a clear idea of how he or she is faring upagainst the criteria set up by the company.It has long been argued that performance appraisals are more subjective thanobjective, but if the company designs a rating system, then the managers will be ableto balance the subjective and objective aspects of the process.This is why effective performance appraisal comments are designed to capture theemployees performance without being too subjective. The more specific thecomments are, the more it shows how involved the manager is in the process. Thismeans that if the manager uses comments that are spot on to the employees actualperformance, then it would appear that the manager is in constant interaction with theemployee throughout the year. Such involvement shows how the manager iscommitted to improving the employees performance, consequently boosting theentire organizations chances of hitting the corporate targets.Effective performance appraisal comments contain details that would show that timeand effort are spent in evaluating the employee. It is not enough to say that aparticular employee is not doing his or her job; the specific situations that led to theconclusion should be mentioned so as not to invite untoward incidents, caused byquestionable insinuations.In this regard, it is important to note down the situations, whether good or bad, whichgreatly affect the performance of the employee. With specific situations beingrecorded or noted, then it becomes easier for the manager to answer and quelldisputes.If there are specific criteria that have been set up where the employee performancecan be evaluated against, then it becomes much easier for the manager to come upwith specific and accurate comments. Such accuracy contributes to a more effectiveevaluation process that is able to capture the actual performance of the employee andsubduing possible disagreements between parties involved. Performance appraisal is
one of the more sensitive aspects of management, but it is indeed a very importanttool in keeping staff at bay.It also provides upper management a quick and condensed version of the overallperformance of the organization. As such, the appraiser needs to utilize this tool tokeep all parties involved in a harmonious co-existence.http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms forperformance appraisal.