It is unfortunate that many managers do not use performance appraisals as effectively as they could. Unfortunately, many supervisors emphasize the negatives rather than focusing on the many positive accomplishments made by an employee. Another problems that occurs is that many managers really do not have a good grasp of the job the employee is doing, primarily because there has been no expectations established throughout the year prior to the review. The employee may have a completely different view of his or her expectations and goals than the employer, and it does not become apparent until review time or there is a disconnect.
A performance appraisal can be a useful tool to review work history and accomplishments. Problem areas should have been addressed well in advance of review time. Make sure to put a positive spin and talk about possible solutions to issues rather than telling the individual everything is bad. For example, if an individual has difficulty prioritizing work, then consider a weekly meeting to help with addressing with prioritizing.
Sometimes, employers will conduct employee reviews for individuals within particular responsibility group, such as mid-manager, however it is important that you spend time with every one of your employees from pickers and packers to warehouse managers. Reviews should be used as an opportunity to both encourage good behavior and constructively address problem areas. Conducting annual performance reviews does not have to be a bad thing.
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