Appraisals are perhaps the most important barometer of what an employer thinks of an employee. It is a very important aspect of work for the employee as well, because in it is the indication of the management’s perception about her. Many employees rethink their position with the organization and leave it when they don’t get a satisfactory appraisal, especially when the market is flush with jobs.
Getting ratings from more than one source
When the management seeks the assessment about an employee from multiple managers, it is calling for disaster. Each manager has a unique and different perception about the same employee. Sharply differing ratings can lead to confusion. The best approach is to get ratings about the employee from the manager to whom she reports directly.
Lack of clarity about what to rate the employee for
The management has to also be clear about the parameters for which the employee is being rated. It has to decide whether it is for technical knowledge, attitude or discipline or whatever else the appraisal has to attach greater importance.
Not taking overall factors into consideration
Appraisals are meant to be an indicator of the appreciation or disapproval towards the employee. So, it has to be weighted in relation to the overall performance and not confine itself to just figures. It should take into consideration factors like how well the employee performed in the backdrop of say, a personal calamity.
Allowing prejudice to come in the way
This should perhaps be the most glaring appraisal mistake. You may have your differences with the employee, and may not like her personally. But never allow that to cloud your judgment about her work.
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