Effective Communication Strategies for Appraisal Feedback in Employee Performance Evaluation

Hi all,

When communicating the appraisal feedback to employees, should we inform them of their scores or simply discuss their revised salary without disclosing the scores? What are the industry practices?

Thank you.

Hi,

Ideally, one must give feedback if you expect the employee to improve. Without feedback, how can one know areas of improvement? However, giving feedback presupposes that your appraisal system is of a high standard, is objective, and has the right checks and balances to generate data that can be interpreted to give objective feedback rather than mere scores. Ultimately, it depends on the company policy whether to communicate the feedback or not.

Hope you can implement the ideal feedback mechanism.

Regards

With due apologies to Jacob, if a company has a policy of not disclosing the scores, then its PA scheme would not be considered effective. Here is a useful guide for PA by ACAS, UK. Please see http://www.acas.org.uk/media/pdf/7/j/B10_1.pdf

Have a nice day.

Simhan
A retired academic in the UK

Hi there,

When talking about communication, it is always a two-way process. Communication has never been a one-way method. The type of communication being discussed is appraisal, where you evaluate employee performance and achievements. You cannot expect to improve their performance, attitudes, and thinking if the management does not communicate their views about it.

Once the performance appraisal has been completed by both the employee and the manager, the employee is entitled to a session with the head of the department to discuss their performance. The purpose of evaluating performance is to improve and develop.

It is very important to keep communication channels open and maintain a positive flow.