How to Achieve Fair Performance Appraisals?

12manage is looking for contributors...

Performance Appraisals > Forum Log in

How to Achieve Fair Performance Appraisals?
Mrs c usha rani, Member
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, or to provide better opportunities to the employee, etc.

Fair System/system of Feedback-mgt Criteria Reservations Crucial
Dennis Munene, Member
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 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.

Tendency to Judge Employees Must Be Supported by a System
Ezekiel Eniola, Member
The tendency to make judgments about oneself or about people one is working with, appears to be both inevitable and universal. However, without a carefully structured system of appraisal and evaluation, people will judge the performance of coworkers -- subordinates, superiors, and peers -- arbitrarily and informally.
This tendency to judge, without a systematic procedure, has the potential to create serious motivational, ethical and legal problems within the firm. On the other hand, a structured appraisal system is more likely to be lawful, fair, defensible, valid and reliable.



  Do you wish to study further? You can learn more from the summary, forum, discussions, lessons, courses, training, instructions, expert tips, best practices and education sources. Register.  

Special Interest Group Leader

You here

More on Performance Appraisals
Best Practices

Expert Tips


About 12manage | Advertising | Link to us / Cite us | Privacy | Suggestions | Terms of Service
© 2018 12manage - The Executive Fast Track. V14.1 - Last updated: 19-7-2018. All names ™ of their owners.