Mastering Performance Appraisals

8/8/2019 Mastering Performance Appraisals

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Mastering Performance

Appraisals

X420 Discussion Session # 50


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Definition

Just exactly what is a performance

appraisal?What is its purpose?


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What it is: Purpose: A report card for employees andmanagement

Goal setting toolOften misused tool for determining salaryadjustment

Dreaded activity for both employers andemployees

To help the personbeing appraised to dobetter

To motivate employees Acknowledge a job welldone

A way of showing that

managementappreciates personalcommitments


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Problems with traditionalappraisals:

Often point to excellent or poor employees, leaves out the vast middlegroundEmployee rated by a single person

Political or Personal ReasonsHalo effect


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Peer ReviewPeers are asked to evaluate each othersperformance, set goals, and objectivesPeers understand each others work andair grievances in a non-threatening manner Reduces the amount of office politics andallows concentration on work

Works best if all parties know that thereviews will N OT be used for setting pay,promotion possibilities, or disciplinaryactions.


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Self-ReviewsEmployees rate themselves on certaincriteria and suggest improvements

They clarify their own goals and exposeareas of weaknessManager becomes more of a counselor than a judge

People may not see their owndeficiencies as others do, so thismethod needs to be used with another method to be effective


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Upward AssessmentsUsually administered by outsideconsultants with experience, needed

skills, and an objective outsider imageso people can open up to them withoutfear of reprisal.Used at least every two years


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360 Degree FeedbackMost costly type of appraisalIncludes self ratings, peer review, and

upward assessmentsFeedback is sought from everyoneGives people a chance to know howthey are seen by othersHas high employee involvement andcredibilityHas strong impact on behavior and

performance


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Management MistakesRegarding Performance

Appraisals

Focusing on and stressing the

paperwork and forms.


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B elieving that a ratings based form of

appraisal will serve as protectionagainst lawsuits by employees.


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Using an automated system


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Under training or poorly trainingmanagers in the process of performance appraisal


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N ot training employees


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One Size fits all fantasy


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EMPLOYEE MISTAKESREGARDI N G

APPRAISALS


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N ot preparing B eforehand


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Defensiveness


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N ot Communicating During the Year


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Allowing One Sidedness


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Focusing On Appraisal As A Way Of Getting More Money


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Why have a PerformanceManagement Process?

Clear Expectations of the Individual Aligned Goals

Clear Performance UnderstandingCareer Development PlanPlan for Individual Improvement in theposition

Evaluate Corporate Resources (individuals)Individual Income ManagementManage individual ExpectationsOpen two-way Communication


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What is Continuous Feedback?

Collect feedback from managers, peers,co-workers, customers, and suppliers to

assess performance against goals,customer satisfaction, anddevelopmental needsCollected on an on-going basis viainformal and formal meansCaptures both

what was achievedhow was it accomplished


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B enefits of Continuous Feedback

Collect specific, actionable informationdirectly from individuals with whomemployee works most closely. Thisinformation can be used to improve:

individual performance

work processes

relationships with others


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What is a Summary Discussion?

Leader and employee discuss:performance against goals

summary of feedback collected, how thoselearnings were appliedstrength/development area identificationcareer growth (short and long term)development needs and plan

Formal documentation once per year (based on reviews during the year)


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Actual Quotes

If you see two people talking and one

looks boredhe is the other oneB rings a lot of joywhen leaving theroom

This employee does not haveulcersbut is a carrier


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Actual QuotesSince my last report, this employee hasreached rock bottomand has startedto dig

Sets low personal standardsand thenconstantly fails to achieve themThis employee should go farand thesooner the better If you give him a penny for histhoughtsyou would get changeTakes two hours to watch "60 Minutes"


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Actual Quotes

This employee is depriving a villagesomewhere of an idiot A gross ignoramusmany times worsethan an ordinary ignoramusWhen his IQ reaches 50he should sellDonated his brain to sciencebefore hewas finished using itIf he were any more stupidhe wouldhave to be watered twice a week.


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Make Appraisals Right

Remember the following 6 basic steps


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How to make appraisals right! 1. B e objective

Everything we say should relate to the jobor job performanceDont get caught up in personalitiesJudge the work, not the individual


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How to make appraisals right! 3. B e honest

Tell employees the truth about their performanceDont be brutal, butdont sugarcoat it either B e straightforwardand professional


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How to make appraisals right!

4. B e consistent

Use the same criteria that you have usedon all other reviews


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How to make appraisals right! 5. Use accurate documentation

Document everythingB

e very specific in everything that isdocumentedIf it ends up in court, it can be thedifference between winning and losing


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Performance Appraisals arent just another task.

.they deal with peoples lives andfutures!How you handle appraisals has hugeimpact on employeesGood appraisals really motivate goodemployees

Good appraisals can turn aroundemployees who need helpGood appraisals help build good

relationships


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FactsB obs work is excellentB ob has shown the ability to takeon greater responsibilitiesB ob is handsomeB ob is well organized and a good

leader B ob works part-time


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Inferences

Bob is not interested in promotionbecause he works part-time

B ob is interested in promotion

because he does excellent workB ob lacks confidence and is afraidto ask for full-time work and a

promotion


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How to make appraisals right!

6. Follow company policy

Stick to the written policyDont make promises or threats


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EvaluationUse:A. Strongly agreeB. AgreeC. DisagreeD. Strongly disagreeE. Dont know

1. I found the presentation of material easy tounderstand.

2. This discussion session increased myknowledge on the subject presented.

3. I will be able to use some of the information from this discussion session in the future.4. The presenter was well prepared for this

discussion session.5. This presentation should be repeated in future

semesters.

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Mastering Performance Appraisals

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