Performance Appraisal
~ July 29th, 2010- A performance appraisal is done twice a year for feedback
- Provides a chance for development and planning
- Facilitates communication between employee and manager
- The performance appraisal forms a basis for personnel decisions
- 1:1 review discussions and goal setting
Doing a performance appraisal
A performance appraisal is a part of guiding and managing career development. The performance appraisal is an analysis of an employee’s recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee’s performance in a job based on considerations other than productivity alone.
Performance appraisal chaos or smooth sailing with Rypple?
This seems like an easy answer, Rypple! But there are still many companies out there who spends days on preparing for a performance appraisal that isn’t even helpful to the employee.
If the intent of the performance appraisal is learning and this is not going to happen when the context of the dialogue is evaluation and judgment. Should you wait 6 months to have a 1:1 conversation with your manager? Employees need feedback constantly if improvement is in mind.
Rypple: the new way
Rypple is a tool to help you get rid of the annual performance appraisal. It makes it easier for employees and managers to communicate and develop:
- Constant communication. Rypple provides a simple way to continuous communication. Having 1:1 talk with your manager once a year is not good enough.
- Tracking actions. Using the tracking and reporting aspect of Rypple allows managers and employees to easily keep track of actions and tasks throughout the year.
- Collaboration. Making actions public allows managers to see what the team is working on. This makes it easy when it comes time for a review (for people who still feel the need for a performance appraisal)
- Coaching and mentoring. Coaching and mentoring with Rypple allows managers and employees to communicate easily. Have no surprises on a performance appraisal – give feedback when needed – don’t batch up what needs to be said.
- Rapid 360 feedback. Managers and employees are able to get anonymous feedback from everyone around them using Rypple’s peer review feature.
- Improve. Rypple makes it easier for peers to uncover their blind spots and improve on what they are already great at with meaningful feedback from colleagues.
Get Started with Rypple
Rypple is easy: no more wasted hours on an annual performance appraisal – give continuous feedback throughout the year. Rypple is a simple way to improve faster in your business with ongoing feedback. Join leading business thinkers like Marshall Goldsmith, Steven Miles and Don Tapscott. Sign up for Rypple today.









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