Conducting employee appraisals is usually one of the least favorite tasks of most managers. It is easy to understand why. Traditional one-size-fits-all appraisals bear little resemblance to the actual job requirements. One-size-fits-all employee appraisal systems use broadly defined statements to define work responsibilities. And, the rating scale is more a measure of the manager’s opinion, versus measure of actual performance.
Examples:
Typical sample employee appraisal phrases:
Communication:
To what degree an employee demonstrates the ability to interact in a clear and logical manner, using verbal and written communication skills.
Leadership:
Demonstrates the ability to inspire others to achieve higher goals and business objectives.
A typical rating scale:
1. Unacceptable
2. Needs Development
3. Meets Expectations
4. Exceeds Expectations
5. Walks On Water
The traditional appraisal rating scale actually increases appraisal bias. The result of traditional employee appraisal forms is more opinion poll than performance measure. Unfortunately, some organizations avoid reviewing performance all together. They resort to across-the-board raises that actually increase costs and tacitly reinforce mediocrity throughout the organization. Most managers do the best they can to make the traditional “finger in the wind” appraisal process relevant and fair.
Here are some tips to making traditional employee appraisal methods more relevant and accurate.
Effective “Human Factors" appraisal forms eliminate rating bias with job specific performance criteria coupled with a behaviorally anchored rating scale. This ensures pay and promotions are based on meritocracy.
Sample “job specific” appraisal phrases:
Leadership:
• Asks for and includes other people’s ideas into plans, problem solutions, and assignments resulting in measurable improvements to critical organization success factors.
• Independently disciplines, documents and/or redirects staff according to HR guidelines and corporate policy.
• Independently ensures the performance range between the top performer and the lowest performer is no more than 15%.
Customer Service:
• Independently and accurately provides customer’s directions to all service points, e.g. location, contact person, etc. as well as information on all assigned products and services.
• Ensures customer information is accurately recorded in client files and related documents within established deadlines.
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