9.3.2 Developmental objectives
The second type of objective of performance appraisal developmental objectives
encompasses developing employee skills and motivation for future performance.
Performance feedback is a primary developmental need because almost all employees
want to know how their supervisors feel about their performance. Their motivation to
improve their current performance increases when they receive feedback that specifies goals,
which in turn enhances future career moves.7
Developmental performance appraisal is mainly focused on giving employees direction
for future performance. Such feedback recognises strengths and weaknesses in past
performances and determines what direction employees should take to improve. Employees
want to know specifically how they can improve. Because PAS are designed to cope with the
problem of poor employee performance, they should be designed to develop better employees.
The results of appraisals influence decisions about the training and development (T&D)
of employees and how talent is managed. Below-average evaluations may signal areas of
employee behaviour that could be strengthened through on-the-job and away-from-thejob
training. Of course, not all performance deficiencies may be overcome through T&D.
Supervisors must distinguish between performance problems resulting from the lack of a
critical skill or ability and those caused by low morale or some form of job dissatisfaction.
Table 9.1 lists some other possible sources of ineffective performance