Mandy Cann
Mandy Cann Mandy has a long history in government where she spent 15 years in the Brisbane City Council and Qld Urban Utilities. Since leaving the public sector Mandy has been consulting in human resource management and industrial relations to small and medium business for the past 5 years. Working with small to medium clients has broadened Mandy's experience where she now has a good balanced perspective in professional consulting. Mandy holds a Bachelor of Commerce degree and a Masters in Employment Relations both from Griffith University. Mandy has practical working knowledge of the Fair Work Act and State Industrial legislation and can keep businesses compliant with the ever changing workplace laws. Mandy has spoken at industry conferences giving practical advice on effective people management practices in particular effective performance management systems.

Mandy Cann has written 22 article(s) for us.

Visit http://www.cannconsulting.com.au

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Appraise Employee Performance Effectively

July 9, 2012 | Mandy Cann

Learn how to sit down with your employees and find out how you can both benefit from an employee appraisal.

Employee performance management is a process for establishing a shared understanding about what is to be achieved at an organisational level.

It is about aligning the organisational objectives with the employees’ agreed measures, skills, competency requirements, development plans and the delivery of results.

The emphasis is on achieving the overall business strategy by creating a high performance culture.

How to Appraise Employee Performance:

  • Firstly identify performance management outcomes in the business – define performance expectations and the basic purpose of an effective performance management system
  • Deliver both positive and negative feedback in a constructive way in order to build positive working relationships, trust, and effective teamwork
  • Identify and utilise appraisal techniques for measuring performance
  • Draft action plans including improvement plans for underperforming employees
  • Document and follow up, if you say the employee will get training, make it happen!

A performance appraisal is a two-way street, both parties should get the opportunity to voice concerns, feedback and improvement initiatives. With the right mental attitude, effective preparation and a commitment to constructive follow-up, you can turn your employee appraisals into positive, performance-enhancing meetings.

Don’t forget that employees are the biggest expense in most businesses so it makes good business sense to ensure that you are spending your money wisely.  Download my Whitepaper on Better People Management www.cannconsulting.com.au to give you the tools and tips on staff management.