Most organizations conduct performance appraisal conversations at regular intervals, often annually. These conversations are used to review successes and plan employee development opportunities. The formal conversation between a supervisor and a direct report usually takes place during a designated period. However, it should be only one part of the overall review process conducted to cover the performance year. The specific events for the annual performance appraisal typically include the direct report's completed self-appraisal, the supervisor's evaluation, and the performance review conversation, which is the focus of this week's learning activities.

Read the questions below and think about how you would answer each of them:

-What factors should a manager consider when engaging in a performance appraisal conversation?

-What are the benefits of using a communication model to structure performance appraisal conversations?

-How can openness, understanding, and candor help a manager identify the causes of poor employee performance?

-Why is it important to work with an employee to develop a clear plan of action when concluding an appraisal conversation?