Do I have to wait for the annual performance appraisal to tell an employee that his or her performance is unacceptable?

In my opinion NO, do not waste time and money. You always have the prerogative to tell employee about thier performance at any given time. Annual Performance Appraisal is like a report card a human assessment and more often subject to error , nepotism and biases.it can be a waste of time if not done properly. 

No, As the case.

Thank's..

No , it will be good if the employee get chance to work harder 

Dear Sarah

Annual performance appraisal is analysis of whole year, on the basis of that employee can get the reward or punishment. and evaluation of performance by manager on regular interval is a part of improvement and training. So definitely you can tell yours employees that there performance is not up to mark and they have to do like this or that to improve their performance

Warm Regards

Anurag

Annual Evaluation is not only a way to council and intimate any professional regarding his/ her performance for new hire probation evaluation or for low and average professional bi monthly evaluation can also used as a tool to evaluate their performance.

Thanks for Invitation

The evaluation of the job performance is important for the employee to adjust his position to the best and knowledge of his weaknesses, but unfortunately, the assessment of performance does not give us honesty in performance and there are many reasons, including but not limited to the relationship between the manager and the performance appraisal depends on the strength or weakness of this relationship, And also not to read and understand the elements of the evaluation well from the director of work, but only a look at the degree, and through my long years of work is almost sure that the evaluation of the functionality became more routine than an actual evaluation, and I know that there are those who disagree with me, but this is the reality,

And to know who will assess the performance of the job that will be held accountable and will ask about the results of the evaluation and how it has been established and on what basis and what are the foundations and pillars and elements on which the evaluation was based and to ensure that it did not enter any courtesies or calculus or special interests or liquidation accounts and The issue is not merely a total score, but the "mood" and the manager accepts the employee and then is distributed to the rest of the elements to achieve the degree that he chose in his mind in advance and without any arbitrary criteria or controls.

Not at all , any good performance process is typified by the manager engaging in a constant dialogue with the employee. Letting somoeone know where they stand or how well they have done or not is consistent with that . The issue is when a company operates a forced distribution which skews any sensible outcomes so be aware. hope this helps , regs TAN