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You can design performance appraisal templates that provide the best review for individuals and their job functions. LightWork allows you to design performance review forms that meet all the requirements for good evaluations. These are:

There are several important things that must happen after the performance appraisal is giv­en. When done, these actions will simplify the next performance appraisal process.

There are two schools of thought on review dates. The first school believes that employees should be reviewed on a yearly basis, at the anniversary of their employment. This method staggers the reviews of employees over the course of any given year. The second school believes that employees should all be reviewed once per year, at the same time, regardless of when they joined the organization.

Prior to the interview with the employee, the manager should prepare a loose “action plan” to address the weaknesses of the worker. Ideally, this plan should be unveiled at the end of the interview, and encompass a series of steps to help the worker improve performance. The action plan should consist of three distinct parts:

Are all supervisors prepared to actually supervise, nurture, and guide their employees to become successful and productive? Not always! When I now think back to my first supervisor job many years ago, I now know how unprepared I was to do so.