Performance appraisal words

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I. Contents of getting performance appraisal words

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Conducting a performance appraisal can be stressful for a manager just as it is for the employee.
Using the right words, however, can help motivate the employee and build understanding
between the manager and employee. By including these words in your feedback, you greatly
increase the likelihood that your comments will actually be heard and that your employee's
performance will improve.

The employee's name. When someone hears her own name, she reacts. She may turn,
jump, flinch, or smile, but she's not likely to ignore it, nor is she likely to ignore what
happens after her name is called. By saying your employee's name before providing her
with feedback, you're improving her readiness to listen carefully to your next words
and to act on them.

Achievement. Your employees can certainly experience feelings of achievement as they

carry out their work, and they can give themselves any number of positive messages.
However, when they hear you use the word achievement, its true motivational impact is
released. After all, you can tell yourself that you achieved an important landmark, but this
feedback is far more compelling when voiced by your manager.

Build. The word build inherently assumes that something positive is going to be
designed, created, and brought to life. In this way, it sets off positive emotions as soon as
it's heard or seen.

Include build across the broad spectrum of employee performance for example, when
you're talking about building productivity, output, relationships, knowledge, skills,
strengths, teamwork, performance, and profits.

Can. By using the word can when appraising your employees, you're sending a subtle
message not only in terms of positive expectations but also in terms of your
confidence in the employees' abilities to perform successfully. The more your employees
hear what they can do, the more likely they are to do it.

Growth. Employees want to know whether and how they've been growing, and by
including the word growth in your comments, you provide them with an answer that is
clear, meaningful, and energizing and encourage them to repeat the behaviors that
have helped them grow.

Profit. By keeping profit in mind, any employee becomes far more likely to take small or
large steps to help the company be more successful.

Many employees make decisions about changing their behavior as a result of

performance appraisal feedback by asking themselves, "What's in it for me?" One of the
most effective ways to answer this question is to clearly show your employees how they
will "profit" by taking the actions that you're suggesting.

Promotion. Every employee remembers his first promotion with pride, and simply
hearing the word promotion brings back at least a hint of those positive feelings. Plus,
promotions have long been found to be a strong source of employee motivation. The
result is that both of these factors contribute to the long-lasting positive emotional charge
associated with the word promotion.

Success. Although your feedback will still have its share of rates, ratios, and percentages,
including the word success wraps the data in a motivational package that gives your
employees a strong sense of recognition and personal competence.

Thanks. One powerful word that you can easily overlook is thanks. If you forget to use
the word thanks, you're losing a valuable and cost-effective opportunity to raise an
employee's spirits, morale, and sense of self-worth.

Yes. The word yes is particularly powerful because it plays a critical role in building
mutual understanding and agreement. You want your employees to listen to your

comments and act on them; the more they hear the word yes, the more likely they are to
do exactly that.

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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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