# PERFORM appraisal

## How to use

Appraisal involves reviewing performance, focusing worker attention on the achievement of organisational objectives and planning for long-term personal and career development (Tourish, 2006). Your organisation will almost definitely have its own procedures and paperwork for you to follow and this tool does not seek to replace these. Rather, because both staff and managers can find the process difficult and uncomfortable, the PERFORM tool focuses on establishing a constructive dialogue. It is based on the premise that any employee can identify their own shortcomings and therefore has a better chance of being committed to putting them right, compared to individuals who are simply told that they are doing badly (Goodwin et al., 2006). For your part, the improvement of the person's performance is a shared task which you should attempt to facilitate.

#### References

Goodwin, N., Gruen, R. and Iles, V. (2006) ‘Performance management, appraisal and career development’ in Goodwin, N., Gruen, R. and Iles, V. (eds) Managing Health Services, Maidenhead, Open University Press, pp. 120–130.

Tourish, D. (2006) ‘The appraisal interview reappraised’ in Hargie, O. (ed.), The Handbook of Communication Skills, 3rd edn, London, Routledge, pp. 505–30.

Tip Having used this tool to help plan an appraisal, you might like to use the personal awareness, goal-setting or GROW tools to work on any areas identified for future professional development.