Appraisal letters are written by the HR managers specifically to praise the employees for their performance during the appraisal cycle. The letter signifies that the employer recognizes and encourages the employees’ efforts and motivates them for even better performance. The letter also describes the employee’s strengths, weaknesses, and areas of improvement.
Appraisal letters are written in a balanced evaluation of an employee’s work and achievements during a given year. The HR department of a company approves and implements the appraisal process, which includes employee feedback forms.
An appraisal letter improves the employee’s confidence and acknowledges the progress of the organizational goals. But, on the other hand, the employees are also advised on the improvement of work. Thus, the feedback helps the employees improve their work and organizational goals.
An appraisal letter is a letter that consists of the analysis of the employees throughout the year. It includes the assessment of the achievements, feedback, and drawbacks of the employees. Based on the analysis of the employee, the salary increment and possible promotion of a particular employee is determined.
The different kinds of appraisal letters are :
An appreciation letter is written on a personal level. On the other hand, the appraisal letters are formal and written in descriptive forms, which sometimes also include possible promotions and achievements of an employee.
The appraisal can be given every year or every six months after the complete performance analysis of an employee. To inform the employee about an appraisal, you can write a letter. While giving appraisal letters to the employee, consider the points mentioned below:
The appraisal letter should always be formal, professional, and polite. Always be precise about the employee's designation and give a brief description of the employees’ achievements. As per the company standards, the employee should also be informed about the possible rewards regarding the appraisal of their achievements.
