Employee evaluations are a key component of a company's long-term success. Assessments must be objective, rational and precise (Sims, 1987). Without effective reviews, the employee is unaware of their performance and the company does not get the most out of its investment, the employee. In addition to evaluations, the employee should be provided with feedback and development opportunities. The assessment allows the employee to understand in which areas he excels and in which areas he needs to work and improve. Discussing development opportunities with the employee will allow them to see the possibility of career advancement if they achieve the goals outlined in the assessment. The evaluation is also a time when the employee can openly express his concerns and aspirations in relation to his job. The employee can also gain clarity on what is expected of them and what it will take in terms of performance and goal achievement to advance in their career. Employees are well aware that appraisals serve as the basis for promotions and salary increases (Purwanti, 2011). The end result of employee assessment and opportunity feedback is to enable the company to avoid employee turnover. Turnover is not only costly for the company, but it can also affect the overall performance of employees who remain with the company when a disgruntled employee leaves or the company has to fire them. The evaluation should be a structured approach and be consistent from employee to employee, thus not showing any type of favoritism. Expectations related to assessment should be addressed up front. Then the manager must let the employee...... middle of paper ......tedMinshew, K. (July 31, 2012). 6 Tips for Better Performance Reviews. INC Magazine, retrieved from http://www.inc.com/kathryn-minshew/best-practices-for-performance-reviews.html Purwanti, Y., Pasaribu, N. and Lumbantobing, P. (2011). Process of aligning individual performance assessment with business unit performance assessment without diminishing employee engagement. Proceedings of the European Conference on Intellectual Capital, 577-581. Sims, JP, Gioia, DA and Longenecker, CO (1987). Behind the mask: the policy of employee evaluation. Academy of Management Executives (08963789), 1(3), 183-193. doi:10.5465/AME.1987.4275731Swiercz, PM, Bryan, NB, Eagle, BW, Bizzotto, V., & Renn, RW (2012). Predicting employee attitudes and performance from perceptions of performance appraisal fairness. Quarterly Business Revival, 7(1), 25-46.