Importance Of Performance Appraisal Interview

Performance appraisal interview: A tool to enhance the performance of the employee

Introduction

It is well know that performance appraisal interview is the crucial part of performance appraisal which is one of the important constituents of performance management system. Practice of performance appraisal is very ancient art and it is among one of the oldest managerial tool which can be traced in early 20th century. Before highlighting the performance appraisal interview, it is necessary to have clear concept of performance appraisal system. Performance appraisal is the assessment of an individual’s performance in a systematic way and measuring the performance against factors such as job knowledge, quality and quantity of output, initiative,

If we talk about the benefits, performance appraisal interview increase rapport between management and employees, increase job satisfaction and improve employees’ sense of loyalty toward the company (Martin & Media). Once the employee is clear on what he needs to do and how improved performance would impact in the achievement of organizational goals, the employees morale would be increased and as a result, it will lead to increase in the level of performance of employee and high productivity in the organization. Another benefit of performance appraisal interview is to identify strengths and weaknesses of employee’s performance in the organization and understand the competitive advantage for the organization to compete in the current situation of tight competition. They offer an opportunity for supervisors and employees to discuss the employee’s goals for himself, the supervisor’s goals for the larger department or organization and ways that the employee and the supervisor can work together by further developing skills and strengths necessary to reach these goals (Martin &

The author had interviewed subordinates and asked about their own goals for the performance appraisal interview. Most of the subordinates had stated that their goals for appraisal interview were related to receiving feedback on their performance from their supervisor whereas some talked about issues related to their relationship with their supervisor, communication issues and getting a salary increase. The other subordinates replied that they had no goals for appraisal interview and all they wanted were to get it over and done with the process of the organization. From the supervisors’ point of view, few told that their goal was to finding out what problems the subordinates were having in performing their work. They expressed the desire to help the subordinate work through these problems as being one of the goals of the performance appraisal interview. Only few of the supervisors included “developing the relationship [between the supervisor and subordinate]” as one of the goals for the interaction. There were also supervisors who said that their goal was just to get through the process because it is something that they had been told they had to