Performance Appraisal Methods and Feedback

Performance Assessment

Evaluating an employee's job performance against established standards and goals.

Feedback Provision

Offering constructive feedback to employees about their performance, helping them understand their strengths and areas for improvement.

Goal Setting

Collaboratively setting future performance goals and expectations, ensuring alignment with organizational objectives.

Development and Growth

Identifying training and development needs to enhance skills and competencies.

Compensation and Rewards

Informing decisions related to promotions, salary adjustments, and rewards based on performance.

Self-Assessment

Employees evaluate their own performance, often using a structured format or criteria.

Rating Scales

Employees are evaluated on a predefined scale for various performance traits or behaviors.

Behaviorally Anchored Rating Scales (BARS)

Combines elements of traditional rating scales with critical incidents to evaluate performance based on specific, observable behaviors.

360-Degree Feedback

Involves collecting performance feedback from an employee's supervisors, peers, subordinates, and sometimes clients.

Management by Objectives (MBO)

Involves setting specific, measurable objectives collaboratively between managers and employees.

Best Practices for Providing Feedback

Balance Positive and Constructive Feedback.

Specific Feedback

Focus on specific behaviors and outcomes rather than general traits or personality.

Encouraging Dialogue

Create an open environment where employees feel comfortable discussing their performance and asking questions.

Setting Clear, Actionable Goals

Provide guidance on how employees can improve, setting clear and achievable goals for future performance.

Inadequate Training

Managers may lack the skills needed to conduct effective appraisals and provide constructive feedback.

Resistance to Feedback

Employees may be resistant to feedback, especially if it's perceived as negative.

Rater Bias

Personal biases and subjectivity can affect the fairness and accuracy of appraisals.