Reducing employee anxiety through transparent performance appraisal processes

¶ … reduce employees' fear of appraisals

Appraisals are a routine part of the company or organizational processes that take place annually or twice a year, depending on the structure of the organization. Performance appraisals are known to be the process of the individual employees and their immediate managers to sit down and interact about the performance of the employee in line with the target or the initial set goals and what support the employee may need in order to perform better. This process is often mistaken by many employees and there are fears that surround such times due to misconceptions by either the employees or the instilling of unnecessary fears by bully managers or supervisors. This paper will strive to indicate the various ways that an appraisal can be made to be friendly and normal hence helping the organization and the employee attain their goals.

As a supervisor, I will strive to reduce the employee fears of appraisal through various means and one of the most significant is assuring the employees that the appraisal is not a negative activity that is targeted at harming them or making them lose their jobs, but a positive activity that is meant to have them review their performance and in effect enable the organization aid them in providing the necessary tools and atmosphere that would enable them to improve in the future.

I will also define for the employees the objectives of the appraisal. It is the fear of the unknown that often breeds fear among the employees, when they do not know what the appraisal will be seeking and what will be done with the information once the managers get it often makes employees uneasy. I will hence ensure the employees know what competencies are significant for the organization, how they will be measured and what the managers will use the data for.

The purpose of the managers conducting the appraisal will also be important for employees to know. I will hence inform them not only of what is needed as is indicate above, but also why it is need and how it will be collected. This will enable the employees to have the knowledge of the appraisal process and will not only face it with confidence but will also give constructive and positive feedback that will be instrumental for the growth of the organization. The employees will also be informed of the resources that will be provided to them to aid them in improving their performance in the future.

Before the appraisal, I will also make the employees aware of the expectations that I have of them in terms of the skills, the traits as well as attributes that they need to express or make impression of during the appraisal. This is in line with the fact that appraisals are meant to make employees more effective. Once I outline these expectations as their supervisor, they will have confidence in the appraisal process and the fear will go since they shall be having the assurance of their senior on what needs to come out during the appraisal (Ruth M., 2015).

Apart from making the employees aware of who will be conducting the appraisal, I will also ensure they are aware of the level of confidentiality and who will see their appraisal forms and interview sessions. This will drive away any anxiety brought by them thinking that an individual they would not want to see their appraisals having access to them.