Performance Appraisal

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Performance AppraisalDefinition Performance Appraisal? Meaning.

A Performance Appraisal is a method and a process to identify, observe, measure, evaluate and develop individual employee performance, providing employee feedback, and (indirectly) to improve the effectiveness of the organization as a whole. An appraisal normally consists out of the assessment by a qualified person of the performance and of a discussion of the development and training needs of an employee. It is important to realize there are two sides to any appraisal:

  1. Judgment (Historic). Actual performance is compared against performance targets and feedback (both positive and negative) is given. This may or may not include the determination of a pay increase. Generally, including pay in the Appraisal has the major disadvantages that honest and open communication becomes almost impossible, and the judgment part of the Appraisal becomes too dominant.

  2. Development (Future-oriented). The needs of the employee are evaluated in terms of the training requirement to improve skills and knowledge in line with future performance objectives and the direction the employee wants to grow. Furthermore Employee Objectives (SMART: Specific, Measurable, Achievable, Realistic/Relevant, Time-related) are agreed. Compare: Career Management.

Any Performance Appraisal should be:

  1. Documented.

  2. Delivered in a face-to-face meeting.

Performance Appraisal FormAny Appraisal should be well prepared for by both the manager and the employee. Although normally the line manager of the employee is best positioned to be the appraiser, in some organizations it can be a special Personnel Manager. The advantage can be that this specialized person has more experience, special skills and knowledge on doing employee reviews. An issue is that the Personnel Manager must be aware of how the employee is functioning in his work environment. This can be supported by Peer-Appraisals and/or by 360-Degree Feedback.

Steps in a Performance Appraisal. Process

Typically a an appraisal of performance is comprised of three main steps:

  1. Definition of the expected duties and the job standards. By line manager, together with employee.
  2. Conduct of the performance appraisal, comparing the actual performance of the employee with the performance standard that were previously defined.
  3. Feedback and follow-up: line manager provides feedback to the employee and plans are made for future development.

Special Interest Group

Performance Appraisals Special Interest Group.

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How to Give Constructive Feedback? Models and Tips
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Wrong Use of Employee Appraisals
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Three Types of Performance Appraisals
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How to Receive Personal Feedback? Tips
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How to Identify and Manage Workplace Favoritism
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Post COVID-19 Performance Evaluations
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Consider the Job Situation in Appraisals
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Decentralized Performance Appraisals
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Performance Appraisals versus Student Examinations. A Comparison
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Mismatch in Performance Appraisals: Actions from Last Year are Rewarded/Punished This Year
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Optimize on the Strengths of your Employees
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How Role Clarity and Employee Performance Management can help with Strategic Focus
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Feedback Should be Like a Mirror: Neutral
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Use of Of Employee Appraisals to Validate the Remuneration System
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Bonuses.. what is Fair to All Within Large Corporations
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Best Practices

The best, top-rated topics about Performance Appraisals. Here you will find the most valuable ideas and practical suggestions.

🥇 Checklist of 50+ Common Errors in Performance Appraisals
I was asked to make a list of common mistakes by managers in performance appraisals. G.T. Milkovich and J.M. Newman report the following ones (Compensation, 2002): 1. Halo Effect: a favorable rating...

🥈 How to Achieve Fair Performance Appraisals?
It's important that a fair method / system of feed back must be implemented in every organization. This means the appraiser has to verify and communicate the PURPOSE of the feed back: For what reaso...

🥉 Concerns not Previously Discussed During Performance Reviews
I am always worried that there has not been enough upfront review. When my supervisors complete a performance review I also review it prior to sharing it with the employee. I find that when questions ...

How to Deal with Average Performers?
Managing Average Performers They did deliver, if only a mediocre, standard performance. So they can not be dismissed on a non-performance basis. They are the majority within most organisations. How...

How to Get Employees to Improve? Issues with Feedback
As a manager, you are trying to improve the performance of your team members. And so you should. It's quite common to think that giving your employees critical yet constructive feedback on their weakn...

Broken Confidentiality of Performance Appraisals
Hi, my problem is related to behaviour of my boss, who is a causing trouble, especially between employees, because he is spreading info gathered from one member of the team to the other members of the...

Don't Forget Practical Appraisal Follow-up
I came to realise that some appraisals take long to bear any effect. Some data is compiled about the employees but no effort is made to update the employee about the results. Where an employee has don...
How to Deal with Poor Performers and Non Performers?
How does one manage poor performing employees and how do you deal with someone that comes to work that is not productive at all (being drunk, hangover)? They claim that they work for that matter. Do ...

Conditions for Successful Performance Appraisals
Performance appraisals are a vital action in HR systems. But it will not be a successful program, unless we teach employees to ask the following questions from themselves: What things they want from t...

Outcomes of Performance Appraisals
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How to Prepare for a Performance Appraisal as Appraiser
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Tips for Ensuring Performance Appraisals Hold Up in Court
One inherent risk in the use of performance evaluations is that they may become the basis for or evidence in workplace discrimination or wrongful termination lawsuits. Based on an analysis of court pr...

Appraisal for Future Job?
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Avoiding Biases in Performance Appraisals
My experience indicates that while an employee is being appraised, there are certain cognitive biases which effect the performance appraisal. Is there any process or method to remove or decrease the ...

Disparaging Appraisal Terms
I recently heard the following terms referring to some office workers: they are "do nothings" and "non-performing investments"....

Expert Tips

Advanced insights about Performance Appraisals. Here you will find professional advices by experts.

3 Suggested Changes to Improve the Performance Review Process

Improving Performance Appraisal Process, Improving Performance Reviews, Best Practices
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The Focus of Improving Appraisal Systems

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Research on improvements in performance appraisals often reveals that touch initiatives often emphasize increasing the a...

Fairness of Managers and Leaders: are Fair Leaders More Effective?

Management, Leadership, HR, Performance Appraisals
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Information Sources

Various sources of information regarding Performance Appraisals. Here you will find powerpoints, videos, news, etc. to use in your own lectures and workshops.

How to Give Successful Feedback to Employees

Giving Feedback, Conducting a Performance Review, Performance Appraisal
This presentation can be used as a guidance for giving feedback to your employees. The presentation includes the followi...

Effective Employee Performance Appraisals: Purposes, Characteristics, Sources and Methods

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Concise but good presentation about Performance Appraisals. The presentation includes the following sections: - Purpose...

Employee Performance Management and Performance Appraisals (In depth)

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In depth presentation about Performance Management and Performance Appraisal. The presentation clearly explains both con...

10 Common Mistakes in Giving People Feedback

Performance Feedback, Performance Appraisal, Giving Feedback, Feedback to Employees
Giving proper feedback to other people is important, but hard. In this micro-learning video 10 common mistakes are expla...

The Role of Supervisor | Skills of Supervisors

Skills of a Supervisor, Supervisor Role, Supervisor Behavior
This presentation elaborates on the skills that supervisors need in order to be successful in their business/organizatio...

You Cause Poor Employee Performance

Employee Appraisal, Performance Appraisal, Performance Review, Employee Performance
Following recent forum discussions on preparing performance appraisals as a manager, in this video Patrick Schwertfeger ...

The High Performance Development Model

Employee Performance Management, Employee Development, Career Management
Presentation about the High Performance Development Model. The presentation contains a brief description of many employe...

Multitasking and Ways to Avoid It

Multitasking Behavior, Peeformance Management
This presentation is about Multitasking. It includes some interesting multitasking experiments and ends with seven solut...

Bullying: Workplace Performance and Preventive Strategies

Organizational Management, Strategy
This presentation is about bullying in the workplace, its impacts and management strategies that can help to address bul...

DCOM Model Organization Dashboard

Evaluate Organization Capability in DCOM
Table presents factors by which to determine if an organization is capable (and to what degree) in utilizing DCOM. The e...

DCOM Roadmap at 3 Levels

Applying the DCOM Approach
Checklists describing typical attention points for: Direction, Competence, Opportunity and Motivation (DCOM) at 3 levels...

Guide Toward Coaching your Employees

Coaching Employees, Performance Reviews, Giving Effective Feedback
Presentation that provides information about the ways to effectively coach employees. The presentation includes the foll...

How to Get a Raise. 5 Negotiation Secrets

Salary Negotiations, Negotiating a Raise
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Introduction to Performance Appraisal of Employees

Initial Understanding of Performance Appraisal, Start of Workshop
In this short video some key elements of Performance Appraisal are defined: 1. Objective: to improve performance. 2. A...

Work-Family Conflicts and Work-Life Policies

Performance Management, Work-Life Balance, HR, Programs
This presentation is about Work-Family Conflicts and Employee Performance. The presentation includes the following secti...

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Compare with: Self-Appraisal  |  Peer-Appraisal  |  Behavioral Observation Scales  |  Competency-based Approach  |  Behaviorally Anchored Rating Scales  |  360-Degree Feedback  |  Management by Objectives  |  CSFs and KPIs  |  Result Oriented Management  |  Pre-Employment Screening

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