There’s a significant difference between appraising performance and coaching performance. Appraisal is judging the past while coaching has to do with the future. While both are important, only coaching will improve performance. I frequently see companies combining appraisal and coaching in one performance management session. It doesn’t work for a bunch of reasons, but they keep doing it. I also know that most leaders who get feedback from their direct reports are told that they are weak at coaching and providing recognition, but they’re not sure how to do it well. An executive can learn coaching skills fairly quickly with practice and a straightforward, effective process. The return on investment is very high.