tend to go in a state of denial and anger. Even for myself, I would prefer hearing objective criticism rather than the subjective.
             The job analysis process determines standards of performance, which are clearly communicated to the employees and used as the basis of evaluation in the performance appraisal process. Performance appraisals may be formal (systematically) or informal. Although most firms implement the formal appraisal system, the informal evaluation is equally important. The day-to-day working relationship between a manager and an employee offers an opportunity for the employee's performance to be evaluated. Informal appraisal is especially appropriate when time is an issue because delays in giving feedback weaken its motivational effect. The informal phase becomes critical because employees cannot wait a year to find out what they are doing well and what they are doing poorly. In addition, periodic updates keep the employee on-track and help shape work performance more effectively.
             With a formal appraisal, a system is in place to report managerial impression and observations on employee performance. This type of appraisal can be given semi-annually or annually, depending on the needs of the organization. One survey found that that almost 90% of employers have a formal performance management system or process (Jackson, 345). I think that the informal approach would be less nerve wrecking because it's unexpected and casual. For example, having a manager come up to me once in awhile to tell me what I can improve or what I'm doing well in would make me feel like I can aim
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