Time for Appraisals

Every quarter, I had a one-to-one appraisal with the team members telling them how they were doing. I joked that they were all D candidates and I expected them to prove me wrong by the end of the year. Yet, I did not look forward to my first end-of-year Performance Appraisal with them. Why? Was it because I did not know how to look into their eyes and say "You did not impress me?" or "You could have done better?"

Well, the time for appraisal had to come. This was the real thing not the quarterly laugh and joke appraisal. My guiding principle was "Be Objective".

The supplementary principles were
1. Be constructive
2. Discuss strengths and weaknesses and their relevance to the organization
3. Effectively listen to the employees feedback
4. Plan for development

All my team members are hardworking and I made sure we all had a one-on-one for the appraisal. The quarterly appraisals helped because it put them on track.

I told them their strengths. They are impressive. But I did not spare them their weaknesses for those had been reasons for frequent meetings and "calibrations" by my manager.

The time for appraisals have come and gone...it was not so bad afterall.

And I had to go for my own afterwards...

How To Conduct A Successful Performance Appraisal
Tips for Successful Performance Appraisal Meetings