Middle and upper management use performance appraisal to gauge how effective the staff are in their job functions

Middle and upper management use performance appraisal to gauge how effective the staff are in their job functions. Over the years, this management tool has evolved from a simple employee evaluation tool a powerful method of improving the overall performance of the organization. Needless to say, performance appraisal has become a very important periodic event that leaves managers scrambling to provide the most accurate appraisal for their staff. Truth be told, it is not something managers look forward to considering the paperwork that it entails. However, evaluating employees doesn’t have to be a painstaking activity. In fact, there are tools available that will help managers be as specific as possible in writing down the appraisal in the corporate pro-forma form. Managers should be very specific with their performance appraisal comments so that the employee being appraised will have a clear idea of how he or she is faring up against the criteria set up by the company.

It has long been argued that performance appraisals are more subjective than objective, but if the company designs a rating system, then the managers will be able to balance the subjective and objective aspects of the process. This is why effective performance appraisal comments are designed to capture the employee’s performance without being too subjective. The more specific the comments are, the more it shows how involved the manager is in the process. This means that if the manager uses comments that are spot on to the employee’s actual performance, then it would appear that the manager is in constant interaction with the employee throughout the year. Such involvement shows how the manager is committed to improving the employee’s performance, consequently boosting the entire organization’s chances of hitting the corporate targets.

Effective performance appraisal comments contain details that would show that time and effort are spent in evaluating the employee. It is not enough to say that a particular employee is not doing his or her job; the specific situations that led to the conclusion should be mentioned so as not to invite untoward incidents, caused by questionable insinuations. In this regard, it is important to note down the situations, whether good or bad, which greatly affect the performance of the employee. With specific situations being recorded or noted, then it becomes easier for the manager to answer and quell disputes.

If there are specific criteria that have been set up where the employee performance can be evaluated against, then it becomes much easier for the manager to come up with specific and accurate comments. Such accuracy contributes to a more effective evaluation process that is able to capture the actual performance of the employee and subduing possible disagreements between parties involved. Performance appraisal is one of the more sensitive aspects of management, but it is indeed a very important tool in keeping staff at bay. It also provides upper management a quick and condensed version of the overall performance of the organization. As such, the appraiser needs to utilize this tool to keep all parties involved in a harmonious co-existence.

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