Don’t Be Afraid of Performance Appraisals

Except for the anticipation of a potential salary increase, many employees suffer anxiety, apprehension, and sometimes fear as their performance appraisal date approaches. While there are certainly under-achievers who may have some solid reasons for experiencing this apprehension, most employees need not be concerned. Much of this unwarranted anxiety stems from common misunderstandings about performance reviews. Here are some unwarranted causes of performance appraisal apprehension.

• Managers and supervisors love writing and delivering performance appraisals. You may not be aware that they dislike writing and discussing performance reviews as much as you do. Surprised? This is interesting on two levels. If you took your own survey of managers and supervisors, all would expound on the importance and necessity of formal performance appraisals. But, if you dig a bit deeper, you'd often find a second level of feelings. If they are honest, your survey participants will tell you they're not thrilled with doing appraisals, will find any number of reasons to delay their writing, and often spend much time deflecting the reminders from HR that performance reviews are due.
  
  
• Managers and supervisors are very comfortable writing performance appraisals. The truth is that the writers of performance reviews are more uncomfortable writing and delivering these appraisals than you are receiving them. Specifically stating areas of high and low performance is not an assignment that managers welcome. Many are embarrassed to discuss the high performance specifics and dread discussing the areas that need improvement. Managers realize the need for the discussion, but are rarely comfortable having it.
  
  
• Because the real reasons and purposes for performance appraisals are often misunderstood by managers, the performance appraisal meeting can put the participants on "opposite sides of the table". This can obviously create a win-lose or defensive situation where one need not exist. This particular misunderstanding can often be the most damaging for both parties. You and your manager should not be forced into an adversarial position, but it often happens at performance appraisal time because of this misunderstanding of the goal and purpose of the review.

These common misunderstandings of the nature and purpose of performance appraisals create unnecessary stress, apprehension, and sometimes confrontation where none should exist. The true purpose of performance reviews is actually a non-threatening and useful exercise. If you and your manager can rekindle this purpose, you both will enjoy a better workplace experience and more beneficial career path.

The Primary Purpose of Performance Appraisals
The primary purpose of performance appraisals has always been and remains to help improve performance in the future. Yet it's the other issues that tend to obscure the primary purpose and cause the many unintended consequences for you and your supervisor.

The focus should never be on those things the employee has done "wrong" in the past year. Past actions, events, and results are – well, simply the past. They can't be changed even if you or your manager wanted to change them.

Whether your performance review is stellar or more modest, your reaction to it can determine future events. Understanding the primary goal of a performance appraisal—improved performance in the future—should help you be more comfortable with the process, and you can use this information to improve your image and performance.

Having some empathy for the discomfort of your manager presenting your appraisal should also help you relax and take a more positive position regarding the pluses and minuses in your annual review. If you and your supervisor can stay on the same page with the real purpose of the performance appraisal, the meeting will be more akin to a coach and player discussion than an adversarial encounter. Hopefully, this atmosphere will lead to a stronger bond between you and your manager while opening the door for even better performance and promotion opportunities in the future.

SIGN UP TODAY to receive a monthly career tips newsletter!