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Over the years, I have worked for companies who promote performance appraisals and those who don’t. I have had to give performance appraisals and have been on the receiving end of them.

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: