Employee performance appraisals, as traditionally implemented in organizations, are a farce, a disaster, and a waste of time. Yet, some organizations manage to make - even traditional performance appraisals - empowering, motivating, and an effective communication tool for the organization. What’s your experience of performance appraisals in your organization? Good? Bad? Indifferent? Scary? Effective? Please take a moment to share your thoughts about performance appraisals.
Dear Readers: Comments that defame an individual by name or company name will be deleted. Thank you for your participation and cooperation. Susan
See more Reader Responses to additional questions of interest.Share your experience.
Performance management vs. P.E.
- What I read in your article I understand following: Performance Evaluation is the chart what employee did in the last year. It never tells or suggest what expectations have org. from individual. Performance Management system motivate employee to attain the organizational goal, it advise employee to what to do, it not wait employees mistake but to suggest the ways they must adopt or train them for the work to get best result from them. Traditional P.E. system is just giving marking to employees in a grading system, but never suggest why they get this marks. Though Performance Management System tells employee how to achieve org. expectations and how to increase their own expectations. It must be fruitful for both employee and employer. Must be adopted to merge Organizational goals with Personal Goals. Thanx and regards
- —Guest Manish Bali
HR Managers Determine the Performance
- In my experience with my managers and the workforce, I have discovered that the greatest responsibilities lie with HR managers who have the corporate responsibility of training and retraining the work force, creating the enabling environment and repositioning job titles and descriptions for employees according to an individual employee's gifts and unique ability
- —Guest uche alexo cevac
- My boss said that whatever you achieved is not outstanding as per my expectation with you. You have to work on big projects. I am happy with your work, but I will give you partial achievement so you may try to improve in the next year.
- —Guest junaid
Creating a Superior Workforce
- I thought that the main reason for performance appraisals were to improve performance by creating a superior workforce. In my company, which are mainly hourly employees, the employee appraisals are based on performance data, quality data, specific instances (such as notations about dealing with risks, specific situations or behavioral notations), and project closeout notes. This information is collected through our information management system by a report query. By utilizing facts, job notations, and managers input we feel that we create a fairly accurate assessment of our employees. Our philosophy is that employees are basically trustworthy, want to feel part of an organization and will produce. Low production is usually based on a lack of talent, skill, knowledge, proper tools or management (who are responsible for lowering dissatisfaction and increasing motivation). All of these things except talent can usually be improved without negatively affecting the employee.
Training the Managers
- In my view, training the managers on the impact of good and bad practices in the performance appraisal process has been very effective. No matter how effectively a performance appraisal system is designed, like any other system, it is just as good as the people running it.
- —Guest Rizwan Aziez
- For those interested in this subject, we started a company that focuses on just this question: how to do expectation-driven performance evaluation and impact-based compensation. The solution we came up with is one where performance evaluations are done quickly and often in a 360-style manner and we calculate impact based on the collected data. For more, please take a look at www.fairsetup.com. That said, I completely agree with the sentiment of the article. Traditional yearly reviews with rank-and-yank do not support the conversation among employees about management of expectations, which is really what I think performance evaluation is about...
- —Guest Nikita Bernstein (FairSetup)
Not Follow Apprasials
- In many organisations like dealerships, they are not followed. Apprasials. It's very sad that they want great performance of the organisation but do not follow apprasials and even they give pressure on the employees. For the great performance, it's necessary to maintain good relations and good and heaithy relations by apprasial.
- —Guest Anupam
My Way Or The Highway
- Although the organization's appraisal form might have addressed what needs to be in it, the lack of training for the people who use them is sadly lacking and a disgrace to the elemental characteristics necessary for productive supervision. When a supervisor has to receive two notices that he is late with a performance evaluation and then uses a brief time period to determine the worth of an employee who has 21 years of experience exceeding standards in prior evaluations speaks of the lack of real concern for that organizations' employees. It's outtright fraud and corruption that goes to the heart of that organization.
- —Guest RJ
Performance appraisal experience
- I am connected to a non-government organization where key result areas are set to measure work performance. This tool of performance evaluation is associated with a productivity incentive. After a couple of years of implementing performance evaluation, I find it very difficult to determine poor performance because the results were almost subjective, not objective. What happens is that, yearly, we face complaints and yearly we enhance the tool. At my end, I want to polish the work attitudes of the employees towards developing a team work force. I started working at the bottom - the front-line employees. Yet recently I realized that I need to start training the managers first so that they can train their respective staffs. I am learning a lot from the lessons sent to me earlier. Thank you for the great minds initiating this access to learning for me and others.
- —Guest Marie Jane Acebes
Is it the right way or wrong?
- We do semi-formal (in-writing but not seen by HR) performance updates every 6 months. This is followed by an Annual Evaluation at 12 months. First the blank evaluation is given to the employee for comments and self ratings. Then, the supervisor comments and rates. The evals then go to our Assistant Director for review. If approved, it is then forwarded to the Director. Often our Director returns the eval with a change in ratings and/or comments. The Director attempts to explain that she has input on the eval and that the rating/comments she gives NEED to be reflected on the final draft. I am being told this is the way it has always been done (changing the immediate supervisor's comments and ratings) and that it the "right way". Is this the right way or has it always been the wrong way? As long as the Supervisor includes the specifics or examples to justify their rating, should someone else without direct knowledge of the employees performance be forcing their input into an eval? (Susan says: short answer, no, especially not after the fact. If a supervisor, manager and so forth have thoughts about an employee's evaluation, they should be communicated before the supervisor writes it so that they can be considered and incorporated. Someone who has no direct knowledge about an employee's work should not be making comments about it at all. Just another example of why I dislike performance appraisal so much. 2x a year when an employee needs feedback every day or so. managers who don't know the employee's work having input, etc.)
- —Guest Sergeant
Appraisal All Year
- The routine performance appraisal: employee filling a format and facing an interview by an officer who has not observed the employee at work. It will not have any effect on the performance. It will not help to improve. In our organization, it is a proactive process. Annual target is given. It is divided into monthly targets. Goal alignment with every working unit and every individual is done very effectively. In the beginning of every month, employees are reminded of their monthly goal. Every 10 days they are reminded of what they have achieved. That itself motivates them. So appraisal is not a postmortem, an exercise at the end of the year. Periodical performance appraisal itself motivates the team. At the end of every month performance appraisal in intimated. Employees know where they stand tracked against the target. It motivates. It help them to put out extra effort to reach the goal. We give constant training to help the employee to develop their capabilities.
- —Guest R.S.Nair
- At my company (I'm in HR), we do the grading method. My boss told me this was really done because it's expected, not because it's helpful. My boss and I check in with each other on a daily basis and I feel this is the best way to "appraise" employees.
- —Guest Jen D
- One year my review cited a notation regarding customer service - this from my supervisor who always stated that there should be no surprises on an evaluation for the employee. When I asked about the incident she was referring to, it turns out another employee overheard a "water cooler" conversation between myself and another employee joking about sending customers from one office to another. Instead of asking me about this when it happened, it was on my review. The other employee backed me up; the supervisor knew I was furious that a tattletale rumor could find its way to my review, so she offered to "re-write" my review! Needless to say, I lost all respect that I had previously held for this woman - and to think that she was training me! Amazing!
- —Guest Shelly P
Appraisal - A Tool for Motivation
- The success of an organisation should be credited to the employees for their hard work, sincerity and committment. They must be considered for the awards to do their best .
- —Guest Gopal Sharon
- l am the human resource manager of a nepales microfinace institution. I mostly use the pair comparision method.
- —Guest chandra kanta kafle