Performance appraisals can blow morale and productivity. Employees get fearful. Managers are fearful to deliver bad reports. To reduce these negative effects and make appraisals more valuable to both employee and employer, appraisal contents should never be a surprise.
A performance appraisal may simply record manager and peer feedback that employees are receiving on a regular basis, rather than just a list of accomplishments and “measures to improve”. Consider a review that collects feedback from peers, supervisors, subordinates, and even customers for multiple perspectives on an employee’s overall performance.
All employees will be joined in the evaluation process. An employee evaluated in this environment is more likely to both accept and act on employer appraisals.