by Nerissa Miller

Created on: July 25, 2009

The annual or bi-annual performance appraisal can be a daunting session for both subordinates, and their Supervisors. Certain Supervisors may be accustomed to providing prompt feedback to their staff for a job that is not well done, and when there are mistake that needs immediate attention, whilst others may prefer to keep track of a staff's performance over a period of time before they provide feedback to their subordinates.

If you prefer to provide an annual or bi-annual feedback, make sure you know what your subordinates will be expecting. They do not just want you to grade them in the appraisal forms.

Your comments are important, as that can motivate your staff, or demoralised them. The employees will want to know where they stand in their job performance, so that they will know if they have to start looking elsewhere for job.

It is good to provide positive comments before you go into the areas that need improvement. Beware of subordinates that can get emotional when you pinpoint their mistakes. That calls for your understanding of your staff's character. Think, and plan well what you will telling your staff even before you pen down their scores. You need to give examples of work well done, or needs improvement. Employees hate Supervisors that give comments without providing them with substantial proof. Avoid saying things such as "You always take leave", not unless you have seen your staff's records, and compared his attendance with other subordinates.

Not only is the appraisal period a time for you to judge your subordinates, but you will also be judged by them. An employee will look for objectivity, and fairness in your feedback. They will know if you show favouritism. They will want to know if you treasure their contribution, given opportunity for career progression, and whether you are willing to train, as well as groom them.

Be prepared to lend a listening year. Give your staff a chance to explain, and clear all misunderstandings, if any. Setting of goals for the coming year, and indicating training courses for your staff, will give them a morale boost, as that is an indication that you care for them, and is willing to see to their progression.

Every staff's expectation may be different. Certain staff may want career progression, while others may long for a wider job scope. The common thing is, all employees will want recognition for job well done, and equitable compensation.

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