Quotes on performance appraisal

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I. Contents of getting quotes on performance appraisal

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Its performance appraisal time in the workplace. Dont you just love being judged on what
youve accomplished? Ah, yeah, not so much.
Truth be told, as a HR professional, I used to dread and really dislike the entire process selfappraisal, performance review with my boss, how I was measuring up to my boss expectations,
and receiving constructive feedback.
As a Recovering Perfectionist, I definitely get it. I wanted to be a Super Star in every aspect of
my life, which isnt possible. I wanted to achieve exceeds expectations rating basically on
every objective, while demonstrating the values & behaviors. I was making myself crazy and
causing unnecessary stress for myself.
Performance Review process would almost always leave me thinking, Was I good enough in my
role and for this organization?
I had confused the Performance Review rating with the Academic grading approach. Later to
realize, its not the same at all.
Early on in my HR role, my career self-confidence was low. I didnt like ambiguous situations or
not having control over certain outcomes. I felt I couldnt control everything or keep up. Young
in my career, I didnt know how to take charge or necessarily know how to deal with challenging
situations or people. It was a struggle, until I discovered a different approach to take in the
workplace.

Hope sharing what I figured out, helps you better understand what performance reviews is really
about. What I want for you is to come from a perspective of embracing change, and realizing that
your Performance Review doesnt define you as a person.

I learned to move away from this impossible standard of achieving the highest rating for
everything.
I learned to strive and accept excellence over perfection.
I learned to accept lessons learned over trying to do my best at everything.
I learned to accept that some objectives would just end up with achieves rating in the
end and that was okay.
I learned to balance my work and life better.
I learned that at the end of the day, what will matter most is not how I did on my
performance reviews for my entire career history.
Rather, what will matter most will be how Im making an impact in the workplace.
What will matter most is how Im empowering others.
What will matter the most is what I choose to focus on, my perspective, my approach, my
presence, and how I choose to live my life.

Funny how, when we learn to conquer and thrive beyond what we believe is holding us back,
thats when we somehow get called to share our lessons with others.
So now in my HR Business Partner role, I share my lessons learned and insight gained with
employees and Management. I coach others how to thrive beyond what is holding them back in
their life and in the workplace. Self-limiting beliefs have a way of coming up everywhere even in
the workplace; however, they dont have to get the best of us.

==================

III. Performance appraisal methods

1. Essay Method

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.

2. 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.

3. 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 Raters biases

4. Checklist method

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

5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

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