In this file, you can ref useful information about performance appraisal mistakes such as performance appraisal mistakes methods, performance appraisal mistakes tips

1. Performance appraisal mistakes
In this file, you can ref useful information about performance appraisal mistakes such as
performance appraisal mistakes methods, performance appraisal mistakes tips, performance
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I. Contents of getting performance appraisal mistakes
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An employee performance appraisal can be a valuable tool to the manager, the employee and the
company. The manager can keep track of career and job performance goals set up for the
employee and mark progress. The employee can learn how to improve his performance and
climb the company ladder. The company is able to identify potential management trainees to
plan for the company's future. Avoid common errors in performance appraisals to ensure
everyone benefits.
Waiting for Appraisal
Managing an employee should be an ongoing process. According to Business Know How, one of
the mistakes managers make is waiting for the performance appraisal to give comments or
criticisms on the employee's performance. Offer insights and advice at all times, and make notes
on when you offer assistance and what kind of assistance you offered. The appraisal should be
the time to summarize what was done during the year, and what can be done to make it better. If
the employee has to wait for appraisal time to find out what he is doing wrong and what he needs
to improve, then the information can get lost during the year.
Not Being Prepared
The employee takes her appraisal seriously. It affects the course of her career and it can impact
her salary for the coming year. The manager needs to take the appraisal just as seriously by
taking notes throughout the year and coming prepared to the appraisal meeting. Have all
necessary forms and paperwork filled out on time, and set aside some time before the appraisal

2. meeting to read the employee's self-evaluation. Make notes during the year on the employee's
performance and bring them to discuss at the appraisal meeting.
Personal Feelings
A performance appraisal is an evaluation of the employee's business performance throughout the
year. According to consultants HRN Management Group, managers will sometimes use personal
feelings during a performance appraisal and skew their opinions based on subjective opinions.
The manager needs to set aside personal opinions and focus on the business performance of the
employee to give an effective evaluation.
Too Focused
Some managers tend to focus too much on one or two events during the evaluation period, and
this can help demotivate employees. An employee may feel as though all of the other
accomplishments throughout the year were pointless as the manager points out only a few items
in the appraisal. Allow the appraisal to span the entire evaluation period. Speak in general terms
when it comes to positive or negative aspects.
Not Interactive
An effective performance review is an interactive process between the manager and the
employee. They both discuss the previous year's events and they both work together to develop a
program that will help the employee be more productive in the coming year. A performance
appraisal should not be a one-way conversation with the employee not being allowed to speak or
ask questions.
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III. Performance appraisal methods
1.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
i. Employees are ranked according to their performance

3. levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. 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.
ii. 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.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. 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 – Rater’s biases
3. Checklist method

4. 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
4. 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.
5. Essay Method

5. 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.
6. 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.
III. Other topics related to Performance appraisal mistakes (pdf download)
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