Giving performance appraisals is important for both personal and business benefits. It ensures success by providing improvement feedback that everyone craves in order to learn and be aligned. Top companies that implemented excellent feedback systems refused to share their forms and processes because it was critical for competitive advantage. When giving appraisals, managers should spend time on the process, think carefully about ratings, choose a good time and place, and provide specific examples to support ratings. It is important to address potential rating errors like biases or allowing recent small events to outweigh past performance. The goal of appraisals should be understanding, honesty, and fairness.

1. Giving your Appraisal

2. What’s the purpose of Appraisal?

3. Improvement

4. Personal Benefits- Everyone Craves it - To be successful you must have it- It helps you learn- Makes sure you aligned

5. Business BenefitsEnsures success

6. StudyTop company’s that had excellent feedback systems

7. Refused to share information on how it worked

8. StudyOne human resources vice president put it bluntlywhen he turned me down: ‘‘We would no more show our performance appraisal form to a bunch of outsiders than The Coca-Cola Company would let you come in and look over the secret formula for Coke.’’

9. We think its absolutely critical for competitive advantage

10. Often afraid of giving and receiving feedback

11. "If you have ideas and information that will help someone perform better, it's hostile not to share them.” How to Give Good Feedback, By: Gina Imperato, Fast Company

12. How to give fair appraisals

13. Not an event, it’s a process

14. Action- Spend Time doing it – invest in it- Think carefully about your ratings- Choose a convenient place and time- Ensure person has feedback beforehand- No interruptions or cancellations

15. It’s a matter of trust

16. Be prepared to give specific examples to support your rating

17. If you have ranked the person badly?

18. Your process- Begin your discussion with the higher ranking elements- State your reasons and have specific examples- Use active reasons listening to discuss it- Be prepared to take extra timeGoal To gain understanding (not agreement)

19. Address and be aware of rating errors

20. “mistakes in judgment that result from allowing extraneousfactors to influence our decisions about the quality of someone’sjob performance.”The performance appraisal question and answer book: survival guidefor managers / Dick Grote.

21. Attractiveness error

22. Attribution biasSuccess from external factorsFailures from factors under control of person

23. Central TendencyRate people on the middle scaleErroneous belief that must treat all people the same

24. Negative or positive skewOpposite of central tendency

25. First ImpressionAllow first impression to colour later information

26. Halo/ Horn EffectInappropriate generalisation from one aspect of performance to all areas

27. High Potential errorConfusing future potential with current performance

28. Past Performance ErrorPermitting poor or excellent performance in previous period to colour current ranking

29. Recency EffectTendency for minor event in recent past to influence rather than major events many months ago

30. Similar to metendency to rate people similar to them higher than should

31. Stereotypingtendency to generalise across groups in stead of individuals

32. Check your thinking when giving your rating

33. Be Fair

34. Be honest

35. Its a BIG responsibility

36. Effective Feedback is a gift that we give and receive

37. Lifelong learning process to getfeedback right

38. Enjoy the learning that you’ll get

39. Questions