- So they know how supervisors see their performance.
- So they know the objectives they are expected to reach.
- So they can receive help for developing their full potential.
- So they have a formal communication link between themselves and management.
- So that they know their work is being reviewed by someone who is familiar with it (their immediate supervisor, most often).
- So that they have an opportunity to tell their side of the story.
- To receive specific feedback on their performance and specific suggestions for improvement.
- To help identify promotable people.
- To identify training needs.
- To strengthen supervisor-employee relations.
- To give employees a long-term snapshot of their performance.
- To discover ways to maintain and improve employee performance.
- They provide a basis for administrative and organizational decisions.
- They are used for human resource planning and replacement (succession planning).
- To increase employee engagement to the organization.
- To provide a foundation for organizational diagnosis and change.