Why is it better for managers to hold separate discussions for performance appraisals and development?
What will be an ideal response?
It is not uncommon for managers to hold separate performance appraisals and development discussions. This is done because performance appraisal and development discussions have different objectives. Performance appraisal discussions are focused on an employee's job performance during a defined period of time (such as six months or a year) and usually involve a discussion of what financial incentives or pay increases the employee can expect to receive as a result of performance. Development discussions do not involve pay or rewards, and these discussions are more future oriented. They focus on the employee's skill set and competencies and how to develop them. Because development involves identifying weaknesses and how to overcome them, employees may be resistant to discussing them in an appraisal discussion that addresses pay.
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