APPRAISING EMPLOYEE PERFORMANCE

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APPRAISING EMPLOYEE PERFORMANCE

• CHAPTER 8

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PURPOSE OF EMPLOYEE PERFORMANCE APPRAISALS

• Then vs. Now

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Then (20 years ago)

• annual at best
• list of shortcomings
• negative process for both employee and supervisor

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Now (Contemporary thinking)

• emphasizes positive action
• focuses on future performance
• developmental
• constructive criticism
• interactive
• provides appropriate documentation if needed for
  action

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WHEN SHOULD APPRAISALS OCCUR?

• Formal
• yearly or twice a year (includes midyear)
• Informal
• day-to-day
• anytime

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WILL YOU BE THE SOLE APPRAISER?

• Peer evaluations
• if you arent able to witness it, dont evaluate
  it
• Self-evaluations
• tend to be inflated
• employees like them
• can be done informally during process

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WHAT FORMS DOES THE ORGANIZATION PROVIDE?

• Standard form
• find it and use it
• Consistent for all employees

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Conducting a Performance Evaluation (p237)

• Schedule and be prepared
• Put employee at ease
• Be sure purpose is understood
• minimize threats
• Obtain participation
• Allow for self-evaluation
• Criticize performance not the person

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Conducting a Performance Evaluation (cont)

• Soften the tone when criticizing
• Dont exaggerate
• Use specific examples
• Give positive with the negative
• Have them paraphrase (sum up)
• Develop future plan (detail)

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Potential Problems in Performance Appraisals

• Leniency Error
• Halo Errors
• Similarity Error
• Recency Error
• Central Tendency Error

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Leniency Error

• subjective overstating of performance for either
  positive or negative performance

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Halo Errors

• Giving high or low based on only one factor that
  sways others

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Similarity Error

• Compare to yourself and rate accordingly

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Recency Error

• rating on your most recent memory of performance
  or activity

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Central Tendency Error

• rating everyone at average for fearing of passing
  judgement

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Overcoming Evaluation Problems

• Refer to text(p251)
• Continually document performance
• Rate selectively
• Use behaviors rather than traits

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