Employee Performance Appraisals Require Two-way Communication

Two-way Communication
Two-way Communication

Two-way communication is crucial to employee performance appraisals. It involves an open and meaningful dialogue between managers and employees, allowing both parties to share their perspectives, insights, and concerns.

The previous blog, a better understanding of employee performance appraisals, discussed eight key aspects to help you understand employee performance appraisals. Among them the first aspect is objective setting. This blog discussed why it is important in performance appraisals. The second aspect is performance measurement. And this blog discussed about this aspect. The third aspect of employee performance is feedback and coaching that was discussed in this blog. The fourth aspect is two-way communication that is the subject of this blog.

Here are key points to understand about two-way communication.

1. Employee Input

2. Self-Assessment

3. Manager-Employee Dialogue

4. Clarification and Feedback

5. Goal Setting

6. Performance Development Plans

7. Continuous Feedback

Employee Input

Performance appraisals should provide employees with the opportunity to share their self-assessment, insights, and perspectives on their performance. This input allows employees to contribute their viewpoints, reflect on their accomplishments, and express any challenges or concerns they may have faced. Employee input enhances performance appraisal fairness and accuracy.


Self-assessment is a valuable tool that allows employees to reflect on their own performance, strengths, and areas for improvement. It encourages self-reflection and ownership of performance. Employees can evaluate their achievements, identify their development needs, and set goals for the future. Self-assessment serves as a starting point for a meaningful discussion during the performance appraisal.

Manager-Employee Dialogue

Performance appraisals should facilitate an open and constructive dialogue between managers and employees. Managers should actively listen to employees, ask probing questions, and seek clarification when necessary. This dialogue enables both parties to gain a deeper understanding of the employee’s performance, challenges, aspirations, and development needs. It also helps build a stronger working relationship and trust between managers and employees.

Clarification and Feedback

Two-way communication allows employees to seek clarification on expectations, feedback received, or other performance-related matters. Employees can ask questions, seek guidance, or request additional information to better understand how they can improve their performance. Managers can provide clear explanations, address concerns, and offer guidance to ensure employees have a clear path forward.

Goal Setting

Two-way communication is essential in goal-setting. Managers and employees should collaborate to set meaningful and achievable goals that align with organizational objectives. By involving employees in the goal-setting process, managers can ensure that the goals are realistic, relevant, and take into account the employee’s skills and aspirations. This collaborative approach increases employee engagement and commitment to the goals.

Performance Development Plans

During performance appraisals, managers and employees can jointly create performance development plans. These plans outline specific actions, timelines, and resources required for employee development and growth. Through two-way communication, managers can understand employees’ career aspirations, provide guidance on potential development opportunities, and support their progress.

Continuous Feedback

Two-way communication is not limited to the performance appraisal itself but should be an ongoing process throughout the year. Regular feedback discussions between managers and employees promote ongoing improvement, address emerging issues promptly, and keep performance goals aligned. Continuous feedback ensures that employees receive timely guidance and support to enhance their performance.


By fostering two-way communication, organizations can create a culture of openness, transparency, and collaboration. This empowers employees to actively participate in their performance evaluation, express their perspectives, and contribute to their own professional growth. Effective two-way communication improves mutual understanding, strengthens working relationships, and drives performance improvement.

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  • Ram

    Ram, the author of "Business Development: Perspectives" on Amazon Kindle, has a wealth of experience in business development across multiple industries. He has over 30 years of experience in commodities, FMCG, and software industries, and has held various leadership positions in these sectors. In the commodities and FMCG industries, Ram served as GM of Business Development for southern India, where he successfully established new businesses and expanded existing ones. In the software industry, he was Regional Director of Business Development for Asia, where he was responsible for expanding the company's presence in the region. Ram has a proven track record of turning around loss-making ventures and establishing successful businesses. Ram has also served as the Director of Industry Partnerships and IT Blog editor at a software company, showcasing his expertise in technology and industry partnerships.

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