“I think that senior management of businesses should hold managers accountable and take Human Resources out of the role of ‘performance review cops,’” proclaims Sharon Armstrong, author of the new book, The Essential Performance Review Handbook.

“Best practice organizations of all sizes recognize that the success of any performance appraisal system depends heavily on senior-level support,” explained Armstrong.

And when Armstrong refers to businesses of all sizes, she means even those with fewer than 10 employees can benefit by using an appraisal system.

Armstrong’s reasoning is:

For the small business — it’s a chance to:

• communicate their future plans
• provide an objective basis for raises and training
• build stronger working relationships
• improve overall organizational productivity
• provide documentation for inquiries on general promotion policies or individual claims of discrimination

For the manager — they get a change to:

• build their management skills
• develop and improve rapport with employees
• identify and reward high performers
• identify performers needing coaching or training
• identify general training needs
• improve group morale

For the employee — they:

• find out how they’re doing
• receive recognition for their accomplishments
• gain two-way communication on goals and performance
• are encouraged to take responsibility for their performance and progress
• receive goals that will guide their future efforts
• are provided opportunities for career development and improvement

Armstrong’s book includes plenty of helpful tips and techniques, along with a host of sample appraisal forms that business can use to create a form and overall process appropriate for their business.

Armstrong is although the author of The Essential HR Handbook, which is ideal for HR managers and non-HR staff, as well.