Performance Appraisal Process: Best Practices & Manager Training
Last updated: 14 April 2025
Everything In This Guide
Appraisals: Vital employee development tool or ‘box-ticking exercise’?
How appraisals can play a key role in employee training and development
How manager training can improve the appraisal process
Getting help from a specialist training provider
When appraisal time comes round, many managers sigh. Employees often feel they don’t need appraisals. However, most companies still conduct them.
Managers often view appraisals as paperwork.
Employees may believe they offer little value.
Companies continue the process for compliance or legal reasons.
Has the appraisal had its day? Or can it play a crucial role in employee training and development?
What are the main steps in the performance appraisal process?
Set clear performance goals
Provide ongoing feedback and support
Conduct the appraisal meeting
Discuss results and development paths
Review progress regularly
Are appraisals a vital development tool or a box-ticking exercise?
A survey by Hay Group found that half of public sector workers and a third of business leaders see appraisals as essential to employee engagement[Hay Group]. According to a CIPD expert, these findings highlight the importance of regular feedback and recognition[CIPD] in driving performance and morale.
Appraisals continue to be used in many organizations for several reasons:
They help managers align individual goals with business objectives.
They foster structured feedback and development conversations.
They provide documentation and benchmarks for progression.
However, well-run appraisals can make employees feel valued. They also give managers and employees a structured way to address goals and challenges.
Employee Training And Development
How appraisals support employee training and development
An effective appraisal turns reflection into action by agreeing clear, specific development goals that feed directly into your training plan.
The performance review can serve as a deep-dive into what training the employee has done, and what gaps still exist. Include a gap-analysis step to compare current skills versus role expectations, and use a simple three-point checklist to plan next steps:
Review recently completed training
Identify missing competencies
Agree on new training goals
How manager training improves the appraisal process
Effective manager training should build the following skills:
Giving continuous, constructive feedback
Setting inclusive, achievable goals with employees
Using coaching questions to encourage self-reflection
Linking individual objectives to wider organizational goals
These skills help managers make appraisals more meaningful and collaborative.
Manager training courses such as Coaching Skills and Supervision and Appraisal Skills are ideal for improving performance management.
It’s also important to ensure that managers are fully trained on organisational objectives. These organisational goals should underpin team goals, and in turn, individual employee goals. If the manager is not up to speed, the employee could be sent down a development path that does not meet the wider company’s needs.
Get help from a specialist training provider
Kasorb specializes in training solutions for healthcare organizations, offering tailored appraisal workshops and e-learning modules. Our group-rate model makes high-quality development accessible for teams of all sizes. Contact us to discuss how we can support your staff’s growth and compliance needs.
What are the main types of performance appraisal methods?
360-degree feedback
Rating scales
Management by Objectives (MBO)
Peer review
Book a free 15-min consult call with us. We’ll help you get your mandatory training done right.
