Employees today have a vast array of options to choose from. So, employee retention and nurturing are top priorities for companies as the supplydemand gap is widening. In a scenario like this, performance management systems are very crucial for managing employee expectations and to meet the corporate growth plans. This article attempts to focus on common appraisal blues and suggests measures to handle the annual personal appraisals. HR managers should strive for an environment where employees feel: “Great! It’s appraisal time” and say goodbye to appraisal blues.

By recording your dreams and goals on paper, you set in motion the process of becoming the person you most want to be. Put your future in good hands—your own. Martha Abreo is feeling restless. She is unable to control her thoughts. Anxiety, fear, excitement, apprehensions have all overtaken her emotions. It is the time of the year when all her colleagues go through a similar experience. Performance appraisal is the process where a person's qualities, success or needs for betterment are examined in order to judge and decide on the reward and future progress.

"I have been doing well this year. I deserve a good appraisal. I will buy a car after the appraisal takes effect. With an increase in the salary, I should be able to service the loan for my car", Martha said to herself. Employees have expectations of their appraisal and they build hopes and dreams around them. Appraisal is a performance measurement and a reward process. It either makes or breaks an employee. Appraisal results in anxiety, for it has a bearing on the future of the employee. Finally the fateful moment came when the boss called her. Martha took a deep breath, walked straight to the boss' room, gently knocked and asked "May I come in, sir?"

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