159 Performance appraisals A time will come when you're beyond the first few days, weeks and months of your new job, you've settled in and found your place ­ and it's time to look to the future. Not all organisations operate a formal system of performance appraisals but most organisations will appraise your performance in one way or another at certain inter- vals. There are many different types of performance appraisal, ranging from a quick chat with the boss over a cup of tea to a more rigid ­ and documented ­ appraisal, typical of larger organisations. This chapter will inevitably focus on the latter ­ because it's clearly the latter which is the greater challenge! 26 the aim of performance appraisals The thought of a forthcoming performance appraisal can be enough to send shivers down the spine of even the most hardened professional. It's a lot like a job inter- view ­ and it's natural to be a little apprehensive. Appraisals can be seen as an opportunity for your manager to voice their gripes and dissatisfaction and to gener- ally criticise. However, the true and proper aim of a performance appraisal is to motivate and develop an employee and, if approached correctly by you and your manager, there is no reason why the whole experience cannot be both rewarding and positive. A good manager should try to make your appraisal reasonably informal and non-confrontational.