Performance appraisal images

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I. Contents of getting performance appraisal images

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1. Keep them guessing
Good performance management starts with expectations. Make sure your employees have no real
direction, expectations, goals, or standards. After all, a good employee should be able to handle
ambiguity, deal with paradox, and eat change for breakfast. No need to spoon feed them or spell
things out for them just give them the old mission and vision pep talk and turn them loose!
Then, penalize them for asking too many questions.
2. Unbalanced documentation
Keep track of each and every time your employees mess up. Big mistakes, little indiscretions,
and everything in between. Make a note to yourself and file it away in the employees folder. By
the end of the year, youll a thick folder full of valuable performance appraisal feedback that
your employee will surely appreciate.
3. Avoid frequent contact with your employees throughout the year
Keep your door closed, your calendar full, and try to look busy every time one of your
employees stops by with yet another problem to discuss. Your employees might try to get you to
have regular one-on-one meetings with them avoid these at all costs! Nothing good can come
out of these meetings. Employees are bound to try to bring you silly proposals, bad news, or
problems to solve. You might even have to make a decision!

4. Pass off all of the preparation to others

Sure, you need to prepare for the dreaded performance appraisal discussion, but that doesnt
mean you have to do all the work. After, all, youre a busy manager!
Ask your employee to make a list of ten clients, co-workers, former bosses, and anyone else
theyve come in contact with over the last year. Then send an email to each one of them and ask
for a detailed evaluation of your employees performance. This way, instead of just one person
(you) doing all the hard work, youve now got ten people doing it for you! And its a great way
to pass along criticism and blame it on someone else.
5. Asking for too much input
Of course, the employee needs to prepare for the discussion too. Ask them to bring a list of
measurable goals and performance expectations (that you never gave them), their detailed selfratings, and a list of accomplishments and failures. Better yet, just have them fill out their own
performance appraisal but make sure you give them a days notice.
6. Not scheduling enough time.
Dont schedule too much time for the discussion about ten minutes ought to do it. If you talk
fast, you can usually knock these off in about five minutes.
7. Poor preparation.
Now for your own preparation. Take all of that input that others and your employee bothered
to give you and set it aside no time for that. The form will most likely have lots of categories,
such as teamwork, accountability, judgment, and the like. Plenty of categories to fill in a
few mistakes for each and decide on a number. Give extra weight to things that have happened in
the last couple weeks these are the most important and should heavily influence your ratings.
8. One way monologue.
Okay, now youre ready for your five minutes of leadership brilliance. Invite your employee in
and make a little casual small talk. Open up the appraisal with a compliment, some insincere
meaningless praise, just to loosen the employee up and prepare them for the good stuff. Then,
review your list of mistakes and weaknesses. Be sure to include any unsubstantiated criticism for
others who have bothered responding to your survey. Finally, remind the employee that
feedback is a gift, and this is your special gift. Because you care.
9. Neglect development.

Sometimes HR adds a page at the end of the form for employee development. Forget it, waste
of time, just more HR rubbish. But if it needs to be filled out, have the employee do it
themselves. This is called having the employee take charge of their own development.
10. Insincere praise.
End the appraisal with another insincere compliment. This is called a feedback sandwich.
Doing this will ease the sting from all the criticism and leave the employee with a nice, warm,
fuzzy feeling.
Learn and follow these ten steps and youre guaranteed to have dissatisfied, unmotivated,
unproductive employees, increase your turnover, and ultimately, manage yourself out of a job.

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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 Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
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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