How to do a performance appraisal

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I. Contents of getting how to do a performance appraisal

==================Ideally, the goal of your employee performance appraisals is to give employees feedback, direction and development so they can be their best. But in many cases, performance appraisals demoralize and discourage employees rather than engage and inspire them. Often, this is because the process fails to respect the individuals involved. Instead, the focus is put on filling out forms, and rating and ranking employees as resources rather than as individuals. Here are some practical ways every manager can make their employee performance appraisals more respectful:Seek your employees point of view

Before you make any decisions or judgments about performance, seek your employees perspective. Ask them how they perceive their performance, their strengths, their weaknesses, the challenges facing their role, etc. You can do this formally using a self-appraisal, but you can use things like periodic one-on-one meetings, staff meetings, progress reports, performance journals, etc. to get your employees perspective and allow them to provide details and context you might be missing.Make it a two-way dialogue

Your performance appraisal meeting should be a conversation about your employees performance, development, expectations, needs, etc. Dont just tell them what your ratings are and assign them goals. Ask them what you could do to better support their performance. Share your ideas, insights and observations. Solicit their input on goals. Ask what kind of learning activities best suit their learning style. Discuss your ratings and explain why and how you arrived at them. Ask for their perspective and discuss all this in a respectful way that accommodates differences in communication style.Value the employee for who they are

Sometimes as managers, we measure our employees against some fictional image of an ideal employee. The truth is, none of us is perfect. We all have our strengths and weaknesses, our good and bad days. No amount of training or coaching will ever make any of us perfect. So be realistic about your employees skills, experience, abilities and weaknesses. Value and respect your employee for who they are, not an idealistic image. Find ways to maximize their strengths, and minimize their weaknesses. And if they truly arent a good fit for their current role, work with them in a respectful way to them find work they are suited for.Focus on the positive

In performance appraisals, its easy to fall into the trap of focusing on the negatives. We think our work as managers is to identify and correct poor performance. But focusing on our employees good performance is a more respectful and ultimately productive way to approach the task. Work with your employee to identify the things that make them successful. What kinds of people do they work best with? What work ignites their passion? What conditions help them be creative or excel? By identifying the factors that support great performance, and working to recreate them with and for our employee, we help them be their best.Be constructive

If you have negative feedback to deliver, do it in a constructive way. Tell your employee what they need to do to improve, and provide them with coaching, feedback and development to help them improve. Then make sure you follow up with regular reviews, and recognize and reward progress.

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III. Performance appraisal methods

1. Essay Method

In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist. Disadvantages It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters.

2. Behaviorally Anchored Rating Scales

statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages helps overcome rating errors. Disadvantages Suffers from distortions inherent in most rating techniques.

3. Rating Scale

Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages Raters biases

4. Checklist method

Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages economy, ease of administration, limited training required, standardization. Disadvantages Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings

5.Ranking Method

The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in terms of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group.Advantages of Ranking Methodi. Employees are ranked according to their performance levels.ii. It is easier to rank the best and the worst employee.Limitations of Ranking Methodi. The whole man is compared with another whole man in this method. In practice, it is very difficult to compare individuals possessing various individual traits.ii. This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee.iii. When a large number of employees are working, ranking of individuals become a difficult issue.iv. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements.

6. Critical Incidents Method

The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment.

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