Performance appraisal is a necessity in any given organization. They are composed regular reviews regarding employees’ job performance. Performance appraisals help an organization to determine the performance of its employees and decide on future training and development programs for various employees depending on their performance. The results are usually provided to employees to enable them to improve or motivate them to perform even better. Performance appraisals can also be used for promotional, motivational and communication purposes. Organizations also use this method to develop employee compensation schemes as well as in validating the employee selection process and making changes in weaknesses (Pettijohn et al., 2001).
The first experience with performance appraisal was uncomfortable. I got to work feeling scared since I had no idea of what I was going to be reviewed on besides my performance. I was also nervous and anxious at the same time on finding out what my supervisor had to say about my performance. The supervisor’s report was a chance to promotion or could result in a demotion. After getting my feedback, I realized performance appraisals are not always as scary as they seem, one can overcome the first experience fear as long as they are composed and believe in themselves.
Employees in various organizations feel that they have no input on what they are reviewed on. In my case, I felt I had input on the review since I was asked to give an assessment of what I think of my performance in a narrative. I was also requested to fill out a form on my performance about other employees as well as disciplinary issues. This made the appraisal fair since my ideas considered as well as the views of fellow employees regarding my work. The fact that employees we were given the opportunity to participate and our opinions acknowledged, made the whole process to be fair (Pettijohn et al., 2001).
The appraisal was helpful especially in improving my work. Feedback was given on my areas of weakness and recommendations on how I can improve on them to make my job perfect. I used the information provided, and now I believe I have made tremendous changes. The appraisal was also used in determining my training and development program which has also been helpful in achieving my set work standards.
In summary, performance evaluations should be conducted on all employees to help them determine their strengths as well as weaknesses and how to work on them so as to improve their performance. Employees should therefore not see appraisals as a difficult subject rather as motivational tools to enhance their performance at work.
References
Pettijohn, L., Parker, R., Pettijohn, C., & Kent, J. (2001). Performance appraisals: usage, criteria, and observations. The Journal of Management Development, 20, 754-771
