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Performance appraisal comments
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I. Contents of getting performance appraisal comments
==================
When you conduct an employee evaluation, the best comments aren't necessarily the most
flattering ones -- this is an opportune time to identify areas in which an employee needs
improvement. Whether complimenting an employee's performance or noting things on which he
needs to work, you must use appropriate language and concrete terms. Otherwise, your message
may become confused, and your employee may be left feeling as directionless as before the
evaluation occurred.
Specificity of Terms
Specific, concrete terms make employee evaluations easier for others to understand. For
example, when you write, "Good customer service skills," you may be referring to your
employee's speed and efficiency, interpersonal skills, demeanor, customer reviews or all of the
above. If you write, "Personal appearance needs improvement," for example, your reader could
be confused -- the problem may be as serious as the employee coming to work exhibiting poor
personal hygiene or as simple as the employee wearing wrinkled ties. Using concrete terms
ensures that the employee and other managers are able to understand the specifics of your
employee's evaluation.
Complimenting Good Performance
Even when evaluating a "problem" employee, you should always try to identify areas in which
he excels and compliment him for that on his review. If your employee's evaluation is highly
critical, he may feel dejected, offended or unappreciated, and he can lose any motivation to
improve. If the employee feels like his good work is appreciated and rewarded, though, he is
more likely to be motivated to do more good work so that your approval and praise will continue.
If they fit, use positive comments like, "Actively seeks out opportunities to improve" or
"Responds to company communication quickly and efficiently."
Identifying Problem Areas
The employee evaluation is an appropriate time to address lingering issues your employee may
have, so be sure to note of any of her problem areas. If you are conducting an in-person
employee review, give the employee the opportunity to identify his own problem areas. If you
are preparing a written evaluation, identify areas of potential improvement delicately. For
example, don't write, "Bad customer service skills;" instead, write, "Loses patience with
customers." This is another example of why specificity is so crucial -- without it, your employee
may feel like he is doing a worse job than he actually is.
Creating New Goals
Good comments include goals for the future -- by creating new goals on the employee's
evaluation, you give him direction for how to improve. The evaluation may bring to light
problem areas that your employee did not realize he had, and setting concrete goals helps him
address those problems. For example, if your employee ignores e-mail communication, instruct
him to respond to e-mails within a certain period of time. Giving your employee direction gives
him a place to focus his energies in preparation for the next evaluation.
==================
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
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. 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 Performance appraisal comments (pdf download)
• Top 28 performance appraisal forms
• performance appraisal comments
• 11 performance appraisal methods
• 25 performance appraisal examples
• performance appraisal phrases
• performance appraisal process
• performance appraisal template
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Performance appraisal comments

  • 1. Performance appraisal comments In this file, you can ref useful information about performance appraisal comments such as performance appraisal comments methods, performance appraisal comments tips, performance appraisal comments forms, performance appraisal comments phrases … If you need more assistant for performance appraisal comments, 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 performance appraisal comments ================== When you conduct an employee evaluation, the best comments aren't necessarily the most flattering ones -- this is an opportune time to identify areas in which an employee needs improvement. Whether complimenting an employee's performance or noting things on which he needs to work, you must use appropriate language and concrete terms. Otherwise, your message may become confused, and your employee may be left feeling as directionless as before the evaluation occurred. Specificity of Terms Specific, concrete terms make employee evaluations easier for others to understand. For example, when you write, "Good customer service skills," you may be referring to your employee's speed and efficiency, interpersonal skills, demeanor, customer reviews or all of the above. If you write, "Personal appearance needs improvement," for example, your reader could be confused -- the problem may be as serious as the employee coming to work exhibiting poor personal hygiene or as simple as the employee wearing wrinkled ties. Using concrete terms ensures that the employee and other managers are able to understand the specifics of your employee's evaluation. Complimenting Good Performance Even when evaluating a "problem" employee, you should always try to identify areas in which he excels and compliment him for that on his review. If your employee's evaluation is highly critical, he may feel dejected, offended or unappreciated, and he can lose any motivation to improve. If the employee feels like his good work is appreciated and rewarded, though, he is
  • 2. more likely to be motivated to do more good work so that your approval and praise will continue. If they fit, use positive comments like, "Actively seeks out opportunities to improve" or "Responds to company communication quickly and efficiently." Identifying Problem Areas The employee evaluation is an appropriate time to address lingering issues your employee may have, so be sure to note of any of her problem areas. If you are conducting an in-person employee review, give the employee the opportunity to identify his own problem areas. If you are preparing a written evaluation, identify areas of potential improvement delicately. For example, don't write, "Bad customer service skills;" instead, write, "Loses patience with customers." This is another example of why specificity is so crucial -- without it, your employee may feel like he is doing a worse job than he actually is. Creating New Goals Good comments include goals for the future -- by creating new goals on the employee's evaluation, you give him direction for how to improve. The evaluation may bring to light problem areas that your employee did not realize he had, and setting concrete goals helps him address those problems. For example, if your employee ignores e-mail communication, instruct him to respond to e-mails within a certain period of time. Giving your employee direction gives him a place to focus his energies in preparation for the next evaluation. ================== 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
  • 3. 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 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. 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 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
  • 5. 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 comments (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • 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