Performance appraisal teamwork

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I. Contents of getting performance appraisal teamwork

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Performance appraisal is considered a challenging task by many business managers. When it
comes to virtual workplaces however, performance appraisal for virtual teams becomes even
more daunting.
With the virtual team members distributed globally and coming from different cultures and
backgrounds, it is important to ensure that the entire process of performance evaluation is
perceived as fair and upright by all the stakeholders.
Teams are the typical building blocks of an organisation. They provide companies with the
means to combine the various skills, talents and perspectives of a group of individuals to achieve
corporate goals.
Anybody who has been in business or manages staff on behalf of an organisation know, There is
no I in TEAM.
In the past, wed organise projects and colocate all team members because of the high levels of
interdependencies that are inherent in the required activities.
More companies are organising projects and teams over distance, with teams increasingly
consisting of people who are based in dispersed geographical locations, come from different
cultural backgrounds, speak different languages and were raised in different countries with
different value systems.

With all its challenges, the adoption of a virtual team model has the potential to create huge
advantages as more understood about the use of virtual teams in R&D.
Offers Round-the-Clock Productivity
By selecting geographic locations appropriately and distributing processing to each location, it
is possible to reduce project turnaround times to one third. All this without needing to introduce
another shift.
Creates the Foundations for Global Expansion
By having a project team in a different location, it becomes easier to expand the capabilities by
providing sales and support functions. Also, since the infrastructure is already present, it can be
done at a lower incremental cost.
Its a thought weve pondered for some time; for ourselves and also where were increasingly
working with a geographically dispersed client base.
From our own experience evolving Semantia, Conversion Leadership, as well as research
conducted into best practices for evaluating and appraising team performance, we offer the
following strategies for high-performance virtual teams.
Hold Regular Team Meetings
Allow time to check-in with each team member; whether thats a contractor, employee or even a
client. Seek to identify cultural differences that will likely exist and develop a common
understanding and respect for these among team members.
Establish Regular One-on-One Discussions
This time helps you get to know each team member and to provide feedback in a private and
informal setting. They can also be a time for sharing ideas especially in situations where the
team member may be uncomfortable sharing them in public.
Provide Feedback in Real Time
Reprimanding a team member for something the did (or didnt do) 6 months ago will achieve
little positive outcome. Waiting 6 months before congratulating a team member on a job well
done is likely also demoralising. Remember also, to reprimand in private and congratulate in
public.
Negotiate Goals Together
During the appraisal or performance evaluation process, seek to offer your team member choices
and to understand their rationale for the choices they take. People who feel they have some

control over their job or life have been found to be much more likely to work to their highest
ability.
Problem Detection and Conflict Resolution
We found there is a need to establish a process for managing conflict up front. This is particularly
important when a conflict affects the performance of other team members or jeopardises the
teams goals or communication. Do team members know to whom they can turn to resolve a
conflict? Who has the power to make a final decision, perhaps the project sponsor, business
owner, or a subcommittee of senior stakeholders?
This sends the message that no matter what, the team must work together. There are many
teamwork strategies and methods and available. In the end however, effective teamwork in a
virtual setting, no single individual demonstrates that no single individual is responsible for the
decisions about who does what and, certainly not, how it gets done.
Maintaining Team Order
You may also find it valuable to ask each team member to perform a 360o Review.
During a 360o Review, each individual team member evaluates both their own performance as
well as the performance of other members of the team.
Be sure to stress that comparative evaluations will be used for developmental and performance
purposes. Theres nothing worst than a 360o Review getting personal.
If for some reason you are required to conduct a team performance appraisal the following list of
questions will help you begin the process.

Does your team have clearly identified actionable steps to achieve its goals?
Does your team monitor its progress using concrete measures and KPIs?
Does your team regularly and frequently assess how well they are working together?
Are your teams successes (both big and small) acknowledged?
Is your team the right size, with the right mix of players for your purpose?
Does your team have the flexibility to bring in people and change membership to suit the
current project?
Does your team have the right resources (money, time, people, authority)?
Does your team meet regularly?
Does your team have effective leadership?
Do your team members understand their roles and are they able to carry them out
effectively?
Does your team have good networks and clear lines of communication with internal and
external stakeholders and management?

Does your team have useful meetings with clear identification of tasks?
Does your team have effective ways of managing conflict?
Is your team functioning in a way that people freely express ideas and share opinions?
Does your team stay motivated?
Do your team members collectively have all the skills required to do their work?

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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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