Conducting employee appraisals is usually one of the least favorite tasks of most managers. It is easy to understand why. Traditional one-size-fits-all appraisals bear little resemblance to the actual job requirements. One-size-fits-all employee appraisal systems use broadly defined statements to define work responsibilities. And, the rating scale is more a measure of the manager’s opinion, versus measure of actual performance.
Examples:
Typical sample employee appraisal phrases:
Communication
To what degree an employee demonstrates the ability to interact in a clear and logical manner, using verbal and written communication skills.
Leadership
Demonstrates the ability to inspire others to achieve higher goals and business objectives.
A typical rating scale - 1. 2. 3. 4. 5.
- Unacceptable
- Needs Development
- Meets Expectations
- Exceeds Expectations
- Walks On Water
The traditional appraisal rating scale actually increases appraisal bias. The result of traditional employee appraisal forms is more opinion poll than performance measure. Unfortunately, some organizations avoid reviewing performance all together. They resort to across-the-board raises that actually increase costs and tacitly reinforce mediocrity throughout the organization. Most managers do the best they can to make the traditional “finger in the wind” appraisal process relevant and fair.
Here are some tips to making traditional employee appraisal methods more relevant and accurate.
Effective “Human Factors" appraisal forms eliminate rating bias with job specific performance criteria coupled with a behaviorally anchored rating scale. This ensures pay and promotions are based on meritocracy.
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