The workplace is always a battlefield. You can never exactly predict what will happen next with your job. But one’s thing is for sure, if you did your best in performing your job then you’ll surely earn yourself an appraisal letter. Receiving such a letter is perhaps one of the best things that will happen to you at work. Is this letter that important? Let’s find out.
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What Is an Appraisal Letter?
Appraisal letters are often addressed to employees who have good performance evaluations and have earned themselves merit increases. The letter provides information about an employee’s performance in the workplace. It lets the employee know how well they have been performing for a specific period of time and on what things they are being commended.
An appraisal letter is also considered the bringer of good news because the letter is mostly used to announce a promotion to a higher level or positions, as well as a notification for a salary increase. Through an appraisal letter, employees are appreciated for the excellent work that they do and inspire them to work harder. However, not all appraisal letters bring good news. Whether an employee has good performance or not, they should also receive an appraisal letter. It is so that they’ll be notified of how they are performing and what their status is in the company.
How to Write an Appraisal Letter
1. Use a Formal Letter Format
A formal letter format is the best format to use when making a formal announcement, regardless if it is addressed to an employee below you.
2. Include the Employee’s Name and Other Details
Address the letter to the right employee by indicating their full name and the department where they belong in the company. Other details like the date, contact information, and period covered by the appraisal should also be put in writing.
3. Write an Objective Evaluation of the Employee
Objective evaluations are based on standard metrics recommended to be used in a company and does not include one’s personal feelings or impressions about the employee.
4. Provide the Criteria for Evaluations
The criteria for evaluations would support the objective evaluations provided to that employee. They’ll understand the appraisal better if they know exactly where the evaluations were based.
FAQ’s
What are the benefits of an appraisal system?
An appraisal system is highly effective when it comes to motivating employees and promoting a healthy and competitive work environment. The following are some of its benefits:
What are the inadequacies of having appraisal systems?
While having an appraisal system is a good motivation for employees, it also has its downside, and this is something that management should look into.
- Employee evaluations and judgment is often subjective and based on the impression of an employee manager or immediate head.
- It is used to compare employees and determine their salary increase. Comparing employees may result in motivation.
- There are instances when competent employees are denied an increase due to certain performance factors, which then results in feelings of demotivation.
Why are performance appraisals not required by law?
Performance appraisals are not mandatory. According to the United States Department of Labor, performance appraisal is an initiative created by a company to motivate employees to up their game level. However, there are relevant laws that govern the fairness of the provision of such appraisal. These laws are the Age Discrimination in Employment Act, Discharge and Lawsuits, the Civil Rights Act, and EEOC.
How often should I receive an appraisal letter?
Most companies provide salary adjustment or merit increase in performing employees every year. The letter is usually printed or in the form of an email. The salary increment varies per employee and is often based on their basic salary and performance evaluation scores. Salary negotiations are unheard of during annual performance appraisals.
Can I get an appraisal without any performance evaluation?
This decision lies within the management. It’s basically difficult or nearly impossible to determine an employee’s productivity and performance without a standard performance evaluation in place. An appraisal without any performance evaluation may seem a bit biased and unfair for other employees. It creates an unhealthy working environment.
Should I keep my appraisal letter to myself?
Yes, you should, until your company or the management makes a formal announcement about the appraisal. Not everybody in a company can get an appraisal letter for a promotion or merit increase, especially if it is based on your performance evaluation. So it is best to let your managers or immediate superior break the news to the rest of the company.
Announcements related to appraisals at work are formally made through appraisal letters. Sending an important notice for a promotion or salary increase is something that employees would want to receive. And appraisal letters serve as bringers of this good news.
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