Problems with performance appraisals!

Performance appraisal is the performance evaluation and assessment of job skills, personality and behaviour.  Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance, and feed into business planning.

Are performance appraisals beneficial and appropriate? Here are the Problems with performance appraisals-

A time-consuming process — most of the forms are incredibly long and time-consuming. As a result, some managers routinely recycle “last year’s” evaluations.

Don’t assess actual performance — most of the assessment that managers complete focuses on “the person,” including characterizations of their personal traits, knowledge, behaviours. They are not measures of actual output. If you want to assess the person, call it “person appraisal.” Performance is output quality, volume and responsiveness.

Disconnected from rewards — in too many organizations, getting a merit raise, bonus, or promotion is completely disconnected from an employee’s performance appraisal scores.

Doesn’t address diversity — all too often, the same appraisal form is applied to a large but not homogeneous group of employees. As a result, the assessment form does not fit the job.

Disconnected from job descriptions – in many cases, the factors on the form are completely different from the factors on an employee’s job description, bonus criteria, or yearly goals. This can confuse employees and cause them to lose focus.

 Managers are not trained — in most organizations, managers are not trained on how to assess and give honest feedback.

Managers don’t know the employee — managers of large and global organizations, as well as newly hired and “transferred in” managers may be forced to do appraisals on employees they barely know.

A performance appraisal, which usually covers a period of six months to a year, involves a face-to-face meeting in which a manager evaluates an employee's past job performance. One downfall of a performance appraisal is that it doesn't always facilitate collaboration between employers and employees.

  

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