Develop an Annual Performance Appraisal Timeline

Creating the Balance and Sustaining the Competitive Advantage A sound performance appraisal system should be objective, based on job analysis, and based on behaviors relevant to specific functions allowing employees to participate in all aspects of the process, consistent throughout the year, free of supervisor bias, and a formal channel for employees to challenge their performance evaluations (Celik, 2014). Every employee brings unique value to the company and should be treated with the focus to keeping them with their overall performance. The annual review process should not be a process of elimination but should represent a process of motivation to instill company values and equip employees with the right tools and resources necessary for them to succeed. Performance observations can be used for managers to gain insightful information on both the employee's and supervisor’s perspectives regarding the employer’s expectations. Beyond the performance review, researchers also emphasized the employee’s reactions to the appraisals being affected by perceptions of fairness and the relationship between the supervisor and the employee (Dusterhoff et al., 2014). A lot of emphasis is often made on the success of the employee, but the appraisal process also allows the senior leadership to show their support, share their expertise and experience, and actively show how much they genuinely care.