The annual evaluation is standard practice in companies. In particular, it makes it possible to measure the performance of workers, through the evaluation of the success of the objectives set by line managers. In addition, it contributes to the management of the workers’ career. However, this process may encounter certain difficulties. Several elements can be the cause; the subjectivity of the actors, the insufficiency of shared information concerning the evaluation process, the evaluators’ lack of competence, a lack of commitment of the actors, an evaluation process ill-suited to the different components of the company (values, corporate culture, organization, workers),… Throughout this work we will state the difficulties that may come up against the annual evaluation, as well as the means to minimize or resolve them. In addition, we will draw attention to the differences in perceptions that may exist between those involved in the annual evaluation and the problems that may arise therefrom. Also, during this work, empirical research was carried out by individual interview and by questionnaire analyzed qualitatively, we have chosen a questionnaire with a limited number of questions to help trainers answer. The analysis of the data collected during this research allows us to better understand how the perceptions of the actors of the annual evaluation may differ with regard to the elements that make it up. Finally, the research carried out made it possible to develop possible solutions that will improve the annual evaluation at the place of training, by setting up initiatives to train and inform workers. But also, by the establishment of means to reduce the divergences in the perception of the actors with regard to the annual evaluation.