The debate is still raging as to whether formal performance reviews are worthwhile. Many companies have thrown them out to be replaced by ongoing, regular, informal feedback processes. But if they're still part of your HR process, make sure employee appraisals go far beyond what in most instances are perfunctory, paper-pushing exercises, at best, and destructive encounters, at worst.

In fact, they can be a positive growth experience for both the manager and the employee.

The Positive Side of Performance Appraisals

Let's start by asking, "What's the purpose of employee performance appraisals"? Some would say they're to praise and critique an individual's success at work. That would be correct ... to a point. More importantly, performance appraisals are conversations that provide an opportunity to:

• Review company goals, values and strategic priorities
• Explore what is helping or getting in the way of an employee living those values, reaching for those goals and doing the best job possible
• Discuss employee career goals and pathways to reaching those goals
• Examine the link between behaviour and job outcomes
• Identify areas for development and the means for achievement
• Reach agreement on expectations for and measurement of performance results.

The appraisal process is most successful when there is already a measure of trust between the two parties involved, when the process is seen as a chance for honest dialogue, and when both spend time in advance preparing for the conversation.

While the appraisal is usually seen as a management task, employees can, and should, play an active role in the process.

What Should Employees Do?

If you're an employee, be sure to keep an ongoing record of your tasks, accomplishments, development activities and performance outcomes during the year so you have this information at your fingertips. Review it before the meeting with your manager to identify those things that highlight your contributions to the success of both your department and the company as a whole.

Know what you want to get out of the review process. If you want certain new career opportunities or job responsibilities, build a case for how providing that opportunity will benefit you and in turn your department, division or company. If your performance and engagement in the job would improve if your manager interacted differently with you, spend time planning how you're going to request changed behaviour from your boss. If there's a problem you need fixed, come to the meeting with some well-thought-out ways in which the problem could be solved. Think: alternatives.

Take the Review Process Seriously

On the other side of the table is the manager doing the review. So much can be gained by taking the review process seriously. While some of the conversation might be uncomfortable, especially when an employee's shortcomings are being discussed, don't short change the opportunity to be a mentor, guide and coach for your staff member.

Use the time to engage in a dialogue with your employee, to understand what's important to him, to get a clear picture of how best to provide feedback to her, to ask what you could be doing differently or better, as their boss, to help them perform to their fullest ... to a point where everyone gains.

Ask questions and listen intently. Over time, both managers and employees can look forward to the review process as a chance to deepen their relationship, to look for new opportunities for shared success and to plan together for excellent results.

At Rag Trade Recruitment, we're passionate about helping our clients succeed. We'd be delighted to review your performance appraisal process and to make recommendations about how you can hire the best, boost employee engagement and drive performance excellence for the benefit of all concerned.

Submitted by Managing Director, Gaye Harford in collaboration with Lorraine Warshaw