HOW TO OVERCOME DRAWBACKS AND BECOME AN EFFECTIVE APPRAISER???

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Begin with a strategic performance plan. 

A performance plan can reduce the excess time spent to understand and evaluate achievements at the end of the tenure. By understanding the individual targets a clear and updated plan might be favourable for the success of the appraising process.




Use a uniform evaluation cycle. 

When a specific time is allocated each year or bi annually, it helps the superiors to prepare in advance and assist the growth and development process freely. Or else if sudden evaluations are to be done the superiors might rush the whole process by giving an inaccurate appraisal rating.




Require regular coaching and feedback. 

Regular feedback and coaching is a useful tool as it eliminates the surprise element and gives the employee to identify his/her flaws regularly and address them consistently. This might also be helpful with providing an accurate performance appraisal as the employee is evaluated through the year and not only based on his/her recent performances.




Set clear expectations for supervisors. 

Supervisors should be knowledgeable about the standards, procedures and time frame in which the evaluation is to be done.  




Provide supervisor training. 

It is unfair and fruitless to both the individual and the organisation if the supervisor provides inaccurate information due to his lack of knowledge, experience and inability to evaluate an employee. Therefore specific training must be done before appointing a supervisor on how to effectively evaluate an employee. 




Build a culture that values feedback. 

The employer must create an environment for the employee to feel satisfied with the whole process and understand that primary expectation of the supervisor is for the beneficial of the employee too.




Have supervisors of similar category develop their evaluations together.

This might be helpful to learn each other’s flaws and errors while creating consistency in there plan. It will be also favourable for the employee as all of them are being evaluated in a similar process.




Have supervisors and employees develop evaluations collaboratively. 

Evaluation which is drafted by the superior with input from the employee will always have a greater capacity of achieving the targets as the employee and employer can both understand their unique position in the organisation and allocate targets which are attainable and realistic.




Undisturbed time during the process

Most of the superiors have other duties during the process which might distract them from producing a precise evaluation. Therefore allocating undistracted time period for the process might be favourable for everyone.




Effective wording 

Use words such as achieves contribute, grass, manages, promote, exhibits instead of the over used goo and excellent.



Often Appraising 

This might be supportive to evaluate, understand and measure the individual growth that is important for individual development.

 


  • Using the behavioural performance appraisal system that focus on the employee interpersonal relationship, reliability and teamwork has been recognised statistically an significant evaluation process comparatively. 
  • The appraisal system must be provided with utmost respect and not as an annual activity.

 

The management, understanding the importance of individual performance to the organisation as a whole, and also to each and every employee, must consciously train and guide the supervisors in order to optimise the employee satisfaction, eventually benefiting the organisation and its future. 



References


·       Anon., 2008. Improving Performance Evaluations. [Online] 
Available at: https://ofm.wa.gov/state-human-resources/workforce-data-planning/research-resources/best-practices-and-benchmarks/improving-performance-evaluations
[Accessed November 2021]

·       O'Connell, B., 2020. 6 Tips on Setting Expectations for Employees. [Online] 
Available at: https://www.shrm.org/resourcesandtools/hr-topics/people-managers/pages/setting-employee-expectations.aspx
[Accessed November 2021].

·       Schooley, S., 2020. Setting Clear Expectations for Employees. [Online] 
Available at: https://www.businessnewsdaily.com/9451-clear-employee-expectations.html
[Accessed November 2021].








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