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1. Performance appraisal wording examples
In this file, you can ref useful information about performance appraisal wording examples such
as performance appraisal wording examples methods, performance appraisal wording examples
tips, performance appraisal wording examples forms, performance appraisal wording examples
phrases … If you need more assistant for performance appraisal wording examples, 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 wording examples
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These statements, uttered by an engineering manager who was preparing performance reviews,
were the catalyst for linguist Kieran Snyder to see if she could quantify the double standards in
the way male and female employees are evaluated.
In a report for Fortune.com, she collected 248 performance reviews from 28 companies from
large technology corporations to small startups. The reviews came from 180 male and female
managers.
Perhaps unsurprisingly critical feedback was doled out in a much higher ratio to women: 58.9%
of men’s reviews contained critical feedback, while an overwhelming 87.9% of the reviews
received by women did.
Not only did women receive more criticism in their performance reviews, it was less constructive
and more personal. For example, the critical feedback men received was mostly geared toward
suggestions to develop additional skills:
"There were a few cases where it would have been extremely helpful if you had gone deeper
into the details to help move an area forward."
Women received similar constructive feedback, but they also included the personality criticism
such as "watch your tone" and "stop being so judgmental." For example:

2. "You can come across as abrasive sometimes. I know you don’t mean to, but you need to pay
attention to your tone."
These findings, while from a small sample size, illustrate a well-documented phenomenon for
working women: The Double Bind. The double bind is the idea that if a women is too "nice" at
work or uses stereotypically feminine vocal characteristics she’ll be seen as too soft and won’t be
taken seriously. On the flip side, if a woman is too assertive she’s seen as brusque and bitchy.
"Abrasive alone was used 17 times to describe 13 different women, but the word never appeared
in men’s reviews."
This paralyzing situation was rumored to be part of the reason why New York Times executive
editor Jill Abramson was abruptly fired earlier this year. Even if it wasn’t at the heart of her
dismissal, the familiar critiques "abrasive" and "brusque" were often used to describe her
management style, but not her male successor.
Unfortunately there isn’t an easy solution to this frustrating situation. Snyder found that even
female managers critiqued women’s personalities and not men’s, hinting that these perceptions
and biases are deeply and perhaps unconsciously engrained in the way we view women at work.
The first step is perhaps simply pausing and asking why abrasive is an adjective reserved for
women.
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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
levels.

3. 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 wording examples (pdf
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