Conducting a successful performance appraisal means letting the employee know your feelings on her performance, and then allowing an interactive discussion on the employee's review of her job performance and what she can do to develop her career. It is counter-productive to have employees dread a performance appraisal, because an appraisal can be a time when you improve productivity and morale one employee at a time.
Set aside at least an hour to prepare for the performance appraisal. Collect all paperwork relating to the interview, including the employee's job description and her self-appraisal.
Review the employee's self-appraisal and compare how she views herr performance to her written job description. Even if you have already completed your performance appraisal forms, you will want to become familiar with how the employee feels she executed her job duties. It can also help you to see how familiar the employee is with her job description.
Review any notes you made during the year of the employee's performance. Take the time to become familiar with the good and the bad aspects of her job execution as you remember them.
Review the appraisal forms you filled out while preparing for the interview, and compare them to what you have been analyzing. Make sure you have a good understanding of how to discuss the employee's performance and what recommendations you would like to make.
Get your information out first when the performance appraisal begins. Let the employee know what you thought, and then make any comments on her self-appraisal.
Open up the interview to be an interactive discussion of the employee's feelings on where she is in their career, what she would like to do to advance and how you can help her do that.
Be sure to talk to the employee and not at them. If they have a question while you are reading back what you wrote on the appraisal, stop and answer the question and make sure the employee acknowledges your response.