It has always been important for both employee and supervisor to communicate and provide a clear image about how things were going regarding the employee’s past performance. Also, the supervisor might also need to see how things were perceived according to the employee’s perspective. However, the employee might see the performance appraisal meeting as a nightmare; once called for this meeting, he/she is getting nervous. This is how the scenario goes in the performance review meeting in probably the best scenario, the manager requests a meeting with the employee for performance review, the manager tries to engage the employee in the meeting by asking questions e.g.: How do you perceive your previous performance? What goals have you accomplished? What goals did you have problems accomplishing?..etc.