The tools to work with

An annual paper-based assessment is not going to be enough to achieve consistent and long-term results. Appraisal should be a rolling process, ongoing and flexible, able to adapt to the needs of those who use it, both manager and employee.

Appraisal should not:

• be destructive
• involve any surprises
• be a means of handing out praise for anything that took place more than 24 hours ago (by all means mention particular instances of special effort, but praise should be given at the time the effort was made)
• be a platform for criticism of activities that no longer occur
• provide a forum for discussing other people’s shortcomings.

Although your organization may carry out a periodic (annual, six monthly or quarterly) formal exercise, a good manager will conduct a continuous appraisal process on an informal basis. Individual feedback should be given as each employee tackles different tasks and develops new or improved skills. This should be part of the culture of the department – feedback, praise, problem solving, help offered freely and constructively.