The Objectives and Aspirations for Performance Appraisals

A tool businesses often use with employees is the performance appraisal, also known as the performance evaluation or performance review. During an appraisal, a manager meets with an employee to analyze and discuss the employee’s work. Managers have multiple objectives and aspirations when they do this. All of the objectives and aspirations connect to the operations and success of the business, although the employees may personally benefit from the review.

Performance Measurement

  1. One objective for performance appraisals is to measure the performance of the employee. Exactly how a manager does this depends on the company and the specific job the employee has. For example, for a call center technician, a manager might use the number of calls taken or resolved as a measure of performance, while a manager might use whether a software program actually worked for a programmer. Common performance indicators also include communications with employees and supervisors, on-time ratios and proper documentation, as well as feedback from customers.


  1. Employers do not want their employees to stagnate, so one aspiration for performance evaluations is looking at the overall performance results and setting new goals. The goals set should be both short- and long-term. They should take into account what the employee wants but also should move the employee toward the overall vision for the company.


  1. Managers may not have many other opportunities to tell their employees exactly what they like and don't like about their work. Another performance appraisal objective thus is to give the employee as much feedback as possible so the employee knows where he is succeeding and what he needs to improve. The manager should be able to support the feedback with data or examples.


  1. Sometimes employees miss the mark on goals or what managers want not because they aren't trying but because they aren't sure of what the managers expect or what the vision of the company is. Performance appraisals provide an opportunity for managers to clarify what the roles of the employee are and how those roles fit into what the company is doing.

Training Assessment

  1. By looking at performance data, a manager sometimes is able to see specific areas where some additional training might help the employee do his job better. A goal for performance appraisals thus is to determine whether more education is warranted and on what scale. Even if the review is excellent, the employee has the opportunity to express his interest in additional career training to show the manager he is willing to explore other options within the company and could be an asset in new ways.

Documentation, Rewards and Penalties

  1. When a manager provides a performance evaluation, she usually documents what happened in the review. The objective for doing this is to provide a record of the review as evidence in case of future conflicts. A secondary objective is provide evidence to support the distribution of rewards and penalties.