Interactive appraisal meetings

A process of appraisals is like a double edged sword for an organisation; even thought it has good or bad impact on performance of organisation or employee. The positive appraisals contribute to employee satisfaction, which in turn leads to improved performance and sometimes bias in the appraisals can also worsen the situation whereas employee may feel that, s/he is not important to their organisation.  Consequently performance appraisals can have high impact on the organizations both positively and negatively, therefore it should be managed carefully with knowledge and experience.

The key objective of the performance appraisal is to agree on goals for the following year and such goals doesn’t have any commitment, if employer not understood the employee's point of view. For that reason performance appraisal meetings should be interactive, where the manager doesn't simply relay on his or her own appraisal of the employee's performance, but also listens to the employee's viewpoint. Other way around the interactive appraisal meetings provide an opportunity to employees to receive feedback regarding their performance which leads to increased productivity.

Interactive appraisal meetings provides an opportunity for discussions which includes objectives, aligning goals, identifying training/other needs, career and skills development  where employee benefits from fair, and valid recognition results employee satisfactory which will have very high impact on the organisation goals and performance.

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