How to Achieve Fair Performance Appraisals?




Performance Management (Appraisals)
Knowledge Center

Translate

Best Practices
50
Mrs c usha rani
Professor, India

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 reason are they obtaining the feed back. For example for measuring the performance, to consider promotion, for salary increment, for job transfer, as a basis for training, or to provide better opportunities to the employee, etc.
 

Rating

 
1
Dennis Munene, Kenya
 

Fair System of Feedback: Criteria and Transparency

I feel that as much as the fairness and transparency is required in the appraisal process, the criteria employed should remain a management secret to some extent to avoid a feel of unfairness should another member of the staff achieve the same appraisal but is not extended eg. salary increase.
For example in the production unit, if there is a set maximum limit of units per set period attracting a specific appraisal, if that is communicated to all the staff then whoever attains it has a right to be appraised.
In essence, managerial appraisal criteria should remain its reservation and variation is an essential factor to ensure that all the staff feel recognised and appreciated in their own ways of contributing to the achievement of the organisational goals and objectives.

 
4
Ezekiel Eniola
HR Consultant, Gambia
 

Tendency to Judge Employees Must be Supported by a System

The tendency to make judgments about oneself and people one is working with appears to be both inevi... Sign up

   

More on Performance Management (Appraisals):
Summary
Discussion Topics
Checklist of 50+ Common Errors in Performance Appraisals
How to Give Constructive Feedback? Models and Tips
👀How to Achieve Fair Performance Appraisals?
Avoid Routine Annual Performance Appraisals
Concerns not Previously Discussed During Performance Reviews
How to Deal with Average Performers?
How to Get Employees to Improve? Issues with Feedback
Open Communication? Try Coffee Talks
Wrong Use of Employee Appraisals
Three Types of Performance Appraisals
Obsession with Quantifying Human Performance
Broken Confidentiality of Performance Appraisals
Don't Forget Practical Appraisal Follow-up
How to Deal with Poor Performers and Non Performers?
Conditions for Successful Performance Appraisals
Outcomes of Performance Appraisals
How to Receive Personal Feedback? Tips
🔥What to do if NO Annual Appraisal Interview is Scheduled?
How to React When You are Undervalued?
The Performance-Values Match Matrix (Jack Welch)
Appraise the Past, Develop for the Future
How to Prepare for a Performance Appraisal as Appraiser
Tips for Ensuring Performance Appraisals Hold Up in Court
Appraisal for Future Job?
Avoiding Biases in Performance Appraisals
How to Identify and Manage Workplace Favoritism
Consider the Job Situation in Appraisals
Post COVID-19 Performance Evaluations
Decentralized Performance Appraisals
Cascading the Business Objectives to Performance Appraisals
Disparaging Appraisal Terms
Performance Appraisals versus Student Examinations. A Comparison
Bonuses.. what is Fair to All Within Large Corporations
Feedback Should be Like a Mirror: Neutral
How Role Clarity and Employee Performance Management can help with Strategic Focus
Mismatch in Performance Appraisals: Actions from Last Year are Rewarded/Punished This Year
Optimize on the Strengths of your Employees
Use of Of Employee Appraisals to Validate the Remuneration System
Special Interest Group

Do you know a lot about Performance Management (Appraisals)? Become our SIG Leader

Performance Management (Appraisals)
Knowledge Center



About 12manage | Advertising | Link to us / Cite us | Privacy | Suggestions | Terms of Service
2023 12manage - The Executive Fast Track. V16.0 - Last updated: 1-2-2023. All names of their owners.