How to conducta performance appraisal
In this file, you can ref useful information about how to conduct a performance appr...
It might be to discuss the employee’s future opportunities within the department. Or a specific
skill you would like the e...
Wrap-up the conversation by recapping the key discussion points, thanking the employee for
their participation, and showin...
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, ...
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categorie...
• performance appraisal template
• performance appraisal system
• performance appraisal answers
• performance appraisal qu...
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How to conduct a performance appraisal

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In this file, you can ref useful information about how to conduct a performance appraisal such as how to conduct a performance appraisal methods, how to conduct a performance appraisal tips

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How to conduct a performance appraisal

  1. 1. How to conducta performance appraisal In this file, you can ref useful information about how to conduct a performance appraisal such as how to conduct a performance appraisal methods, how to conduct a performance appraisal tips, how to conduct a performance appraisal forms, how to conduct a performance appraisal phrases … If you need more assistant for how to conduct a performance appraisal, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal I. Contents of getting how to conduct a performance appraisal ================== Earlier this year, I saw a Washington Post headline that said, “Study finds that basically every single person hates performance reviews.” I’m sure we all understand why. No one likes negative feedback. We all want a good pay increase. Truth is, performance reviews don’t have to be a dreaded activity. No one should go to a performance review meeting without already knowing about their performance. Managers are responsible for telling employees the company performance standard. They should also be providing regular coaching and feedback to employees regarding their performance. So, the meeting shouldn’t be a surprise. The performance review meeting is a formal conversation based upon the informal conversations that have happened prior. The goal is to make the meeting productive and produce outcomes that benefit both the employee and the company. 1. Establish the purpose of the performance review meeting conversation You already know the performance information that you will be discussing with the employee. That’s not really the “purpose”. The purpose is this:
  2. 2. It might be to discuss the employee’s future opportunities within the department. Or a specific skill you would like the employee to master. Regardless, think of the overall theme you’d like the discussion to take. 2. Outline your agenda for the meeting. And ask the employee for their agenda as well A performance review meeting is not a one-way conversation. Employees often save discussions about their career for these meetings. I’m a big fan of having a discussion with the employee prior to the performance review meeting. I use this pre-meeting to set a date for the conversation, give the employee their last review, ask the employee to do a self-review and find out their goals for the meeting. This allows the employee to come to the meeting equally prepared. 3. Review the relevant parts of the performance review form. Discuss challenges and successes. Use the meeting to cover the highlights of the performance review form. Discuss any ongoing challenges and brainstorm ways to solve those issues. In addition, ask the employee to share their successes. The success information is valuable not just as a form of recognition. The employee has solved a problem. If you are ever in a similar situation or another employee is facing the same problem, you have a proven solution to share. 4. Discuss ideas for development/action plan This should be a significant portion of the meeting. While reviewing the performance review form is important, on some level both you and the employee know what it says. The form represents the past – behaviors and incidents that have already happened. This portion of the discussion focuses on the future. Find out what goals and plans the employee has for their career. Discover if the employee’s plans and the company’s plans are in alignment or very different. Talk about the skills and experience needed for the employee to accomplish their career goals. 5. Agree upon specific actions to be taken by each of you Both the manager and the employee should leave the meeting with items on their to-do list. The lists do not have to be long and they do not have to contain an equal number of items. The goal is to have a written action plan that is achievable and valuable to both parties – including deadlines. 6. Summarize the performance review meeting conversation and express support
  3. 3. Wrap-up the conversation by recapping the key discussion points, thanking the employee for their participation, and showing your support for the employee. One other thing I’d suggest – ask the employee to give you some feedback. Find out if you’re providing valuable support. Ask for suggestions on ways you can improve as a manager. ================== 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 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
  4. 4. 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 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. 5. 5. 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. 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 How to conduct a performance appraisal (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process
  6. 6. • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles

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