If you’ve ever thought performance appraisals are just a box-ticking exercise or a painful annual ritual, you’re not alone.
But the problem isn’t appraisals themselves… it’s how they’re often done. When handled poorly, appraisals can feel pointless or even counterproductive.
But when done right, they can be a game-changer for your team and business.
Why performance appraisals get a bad rap
Too infrequent: Waiting an entire year to give feedback is like trying to steer a ship by looking at last year’s map.
One-sided conversations: Employees don’t want to just listen; they want to be heard too.
Focus on the past, not the future: Dwelling on what went wrong instead of planning for growth kills motivation.
Generic goals: Vague targets like “do better” or “work harder” don’t inspire action or results.
How to make appraisals work
Appraisals aren’t inherently broken. They just need a fresh approach. Here’s how to flip the script:
1. Make it a regular thing
Don’t wait for an annual meeting to share feedback. Regular check-ins keep communication flowing and help employees to course-correct in real time.
2. Focus on growth, not just performance
Sure, reviewing performance is important… but don’t stop there. Use appraisals to set goals, explore career aspirations and offer development opportunities.
3. Turn it into a two-way street
Appraisals should be conversations, not lectures. Give employees the chance to share their experiences, challenges and ideas.
4. Celebrate wins
Take time to acknowledge what’s going well. Recognition during appraisals can leave employees feeling motivated and appreciated.
5. Tailor goals to the individual
One-size-fits-all targets don’t inspire anyone. Collaborate on specific, achievable goals that align with the employee’s strengths and your business objectives.
Final thoughts
Performance appraisals don’t have to feel like a dreaded chore. When done consistently, collaboratively and with a focus on growth, they become opportunities to motivate, connect and drive performance.
So, let’s stop saying “Appraisals don’t work”, and instead ask “How can we make them work better?”
What’s your experience with appraisals? Are they helping or hindering your team? Share your thoughts. I’d love to hear them!
