During an employee's post appraisal, review your findings about the employee with him. Let him know what his position is supposed to do for your business, and use your collected data to explain to him whether or not he fulfilled expectations for the position. This approach lets you keep each performance review objective, decreasing frustration on the part of employees who otherwise might feel their appraisal was based on favoritism or other unfair parameters.

The post appraisal interview has been considered by most of the organizations, as well as employees, as the most essential part of appraisal system. This interview provides the employee the feedback information, and an opportunity to the appraiser to explain the employee his rating, the traits and behavior he has taken into consideration for appraisal etc.
It also gives the opportunity to the employees to explain his views about the rates, standards or goals, rating scale, internal and external environmental causes for low level of performance, his resources responsible for performance, etc. Further, it helps both the parties to review standards, set new standards based on the reality factors, and helps the appraiser to offer his suggestions, help, guide and coach the employee for his advancement.

(1) To let employees know where they stand;

(2) To help employees do a better job by clarifying what is expected of them;

(3) To plan opportunities for development and growth;

(4) To strengthen the superior-subordinate working relationship by developing a mutual agreement of goals;

(5) To provide an opportunity for employees to express themselves on performance related issues.

(a) Encourage for Self-Assessment: Encourage the employees to have self-assessment, before appraisal interview. This enables employees to have input before the interview.

(b) Invite Participation: Employees participation in the discussion