2. Perform: Work to Meet Goals

The next step in the performance appraisal process is for the employee simply to set out to do the work outlined in Step 1. This work will then be evaluated at the end of the performance period. During Step 2, supervisors should:

Supervisors should maintain detailed records of the employee’s progress throughout this period. Some supervisors maintain paper- and email-based file folders that contain relevant documents, correspondence, or notes about specific conversations or incidents involving the employee. Supervisors should also encourage employees to maintain similar documentation about both the supervisor’s performance and the employee’s own performance. That way, supervisors and employees will have a record of performance to refer to in completing the performance appraisal form.

Supervisors should provide feedback throughout the performance period via regular, brief, one-on-one meetings with the employee, perhaps once per month. Supervisors should use these meetings to discuss the employee’s progress and give the employee a chance to air grievances or seek help. Supervisors should keep private written notes from these meetings for reference later in writing the appraisal form and conducting the appraisal meeting.

If problems with an employee’s performance arise, supervisors should discuss these issues with the employee immediately rather than store them up and then list them all in the performance appraisal at the end of the year. Responding immediately gives the employee a fair chance to correct problems quickly, to perform in line with his or her goals, and to meet the supervisor’s expectations.

Many employees leave jobs when they sense a lack of challenging opportunities for growth. Supervisors can defuse this problem by offering the employee additional responsibilities as he or she meets goals. This type of flexible approach will help the employee feel less boxed in by the goals established at the outset of the performance appraisal process. It will also inspire the employee to excel by meeting goals sooner.

During the course of the typical performance period, many aspects of the expectations documented at the start of the appraisal process can change. Company and departmental objectives can also shift dramatically. Keep an updated record of these changes to ensure a fair and accurate evaluation when the performance period ends.