Performance Management

Performance Appraisals

Getting Started

Performance appraisals are an important part of performance management.

They provide an opportunity for managers and employees to discuss performance, set goals, and identify areas for improvement.

This guide is designed to help you get started with performance appraisals.

It is intended for managers and employees who are new to the process.

How to

  1. Schedule a meeting with the employee. Make sure to give them enough time to prepare.
  2. Discuss the employee’s performance over the past year. Focus on both successes and areas for improvement.
  3. Set goals for the upcoming year. Make sure the goals are measurable and achievable.
  4. Discuss any areas of concern. Make sure to provide feedback in a constructive manner.
  5. Discuss any training or development opportunities that may be available.
  6. Agree on a plan of action for the upcoming year.
  7. Document the meeting and any agreed upon action items.

Best Practices

  • Be prepared. Make sure to review the employee’s performance before the meeting.
  • Be open and honest. Make sure to provide feedback in a constructive manner.
  • Be clear. Make sure to set measurable and achievable goals.
  • Be supportive. Make sure to provide resources and support for the employee.


Here is an example of a role-play conversation between a manager and an employee during a performance appraisal:

Manager: “Good morning, John.

I’m glad we could meet today to discuss your performance over the past year.”

Employee: “Yes, thank you for taking the time to meet with me.”

Manager: “Let’s start by discussing your successes over the past year.

What do you think you did well?”

Employee: “I think I did a good job of meeting deadlines and staying organized.”

Manager: “That’s great to hear.

What do you think you could have done better?”

Employee: “I could have been more proactive in seeking out new projects and taking on additional responsibilities.”

Manager: “That’s a great point.

Let’s set some goals for the upcoming year.

What do you think you can do to improve in this area?”

Employee: “I think I can start by reaching out to other departments and seeing what projects they have available.

I can also look for opportunities to take on additional responsibilities.”

Manager: “That sounds like a great plan.

Let’s make sure to document this and review it at our next meeting.

Is there anything else you’d like to discuss?”

Employee: “No, I think that’s it for now.”

Manager: “Great.

Thank you for taking the time to meet with me today.

I look forward to seeing your progress over the next year.”

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