A1. The optimal results of a well-prepared and well-delivered performance appraisal can have a positive effect on the employees, the supervisors, and the organization. Not only will the employee be better able to understand what is expected of him, this is also the opportunity to ask about areas that needs improvement. Knowing this information gives the employee more focus on what is expected to meet or exceed standards.
For supervisors, the performance appraisal allows them to build a rapport with employees and allow them to spot weaknesses and strengths. This is also the time to reward exceptional performance from an employee and schedule training sessions for those who might be lacking in areas in order to help the employee be more efficient, while helping to build confidence.
The organization is better able to improve the workforce by taking into consideration of feedback from employees about what they expect from the organization. This is also an efficient way to identify individuals with great potential for promotion purposes within the organization.

A2. Pre-appraisal activities that ensure there are performance appraisal processes that are beneficial to the employee and the company should start by setting performance standards. Followed by the manager observing the employee to see if there is “understanding of the job role, associated work processes and the conditions under which the work is being performed” (Wilton, 2013).
This is also the time for gathering feedbacks from customers and peers, previous performance review if available and disciplinary memos. The purpose of this is to analyze how the employee has progressed from the last appraisal and get a better idea of how they are performing since the peers and customers are usually the ones that interact with the employee on a day-to-day basis.
Identifying what the employee has excelled at