uld be held on a consistent and frequent basis (i.e., annually or semiannually). The appraiser needs to respond to the employee on an individual basis. Some will react positively to the interview, others negatively. The appraiser should be aware of employee differences so he can present the information and deal with the employee appropriately.
If organizations need to redesign their performance appraisal systems/organizational and attitude surveys will assist them in this process as well as reveal the inadequacies of the system. Employees and managers should be surveyed and a work climate survey conducted before and after a new system is established and implemented.
The ultimate goals of an appraisal system are to: improve communication between managers and employees in terms of performance expectations; increase the understanding of employee duties in relation to overall organizational goals; remove the negative implications of labeling people with rating numbers and
categories; and improve performance feedback and encourage employee growth and development (
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