As a manager it’s easy, and often incredibly tempting, to put off appraisals or performance evaluations for your staff in favour of getting the job done. In lots of workplaces, managers shy away from these sessions because they don’t like confronting their workers with bad news – or, quite simply, because there’s nothing really that you think needs mentioning – so they can get swept under the carpet.

However, appraisals should form a vital element of your workplace. They allow you to pass on feedback, both good and bad, as well as providing an opportunity for your employee’s voice to be heard. Here are a few tips that help during the appraisal process…

Be honest.

If you tell an employee he is doing a brilliant job when there are things that could be changed, nothing is likely to improve. Use a standardised form which allows your employee to recognise areas of both strength and weakness. This will help prevent people becoming defensive.

Make sure performance management appraisals are on time.

How can you expect your employees to meet your deadlines if you don’t meet theirs?

Give continuous feedback.

The appraisal should provide a summary of successes and elements which could have been improved. Don’t save credit or negative feedback for the appraisal; instead offer it on a continuous basis.

Focus on elements which could improve.

Don’t focus all of your feedback on what’s gone wrong, highlight ways it could be improved instead. What has been done is in the past, offer the tools to help your employee move forward.

Providing feedback through performance management appraisals for your employees is a vital element of evolving – both in terms of personal and business development.