Performance appraisal is being adopted by many organizations, it is needed to take some strategic or tactical decisions at the middle or top management level. This prompts some questions like, what do I seek to achieve with this? What are the problems associated? how do you appraise my employees? How do you go about effectively?
Generally, performance appraisals are geared towards analyzing and rewarding past performances and improving future performances. This also helps the employees maximize their performances for both self-development and the organization.
THE PROBLEMS ASSOCIATED WITH PERFORMANCE APPRAISALS
1. CRITICISM: It should not be negative. Rather, it should be a constructive discussion.
2. BIAS and STEREOTYPING: This manipulates the objectivity of the exercise.
3. PAY RAISE: If the appraisal is about pay raise, it loses the abilities for the employee to grow and be honest about the review.
4. Turning the exercise into a one-way lecture, it should be about feedback and a conversation.
5. COMPARING AND CONTRASTING: Each employee is gifted in their unique way, making them have different strengths and weaknesses.
6. NO SURPRISES: When carrying out the appraisal, all issues prior to the exercise should have been addressed when it happened. And not to be addressed during the exercise.
THE BENEFITS OF PERFORMANCE APPRAISALS
1. The employee knows what is expected of him.
2. Rewarding of past performance.
3. Reinforcing the connection between manager and employee.
4. Problems are found while solutions are proffered (e.g. Training).
5. It gives room for individual performance feedback.
6. It enables the manager to know the employee’s plan and aspirations for the future.
Conclusively, performance appraisals have been made easy and seamless through the use of the human resources information system (HRIS). Click here to learn more.
REFERENCE: Sage, Business Management Ideas, Marketing91, The Balance Careers.
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