At Zappos we do not perform the traditional scale rating appraisal system, instead we believe that an employee should be appraised by how well they represent the company core values. Our managers do not sit with an employee and rate them on how well they are doing or assign deadlines; instead mangers document how many times they see employees exhibit behaviors like pleasant personalities and behaving modestly.
If Zappos were to change the way we evaluate our staff and use a traditional form of employee appraisals we would most likely use a narrative form were we would describe the employees accomplishments, performance, improvements needed and goals for the year.
We would start by having the employee perform a performance-based scale appraisal on themselves where they will document their job description and how productive they are at performing it. We would then follow it up with a contribution appraisal to measure their contribution to the company core values.
The Contribution appraisal will help us determine if an employees performance warrants an adjustment in salary, a production bonus or if the employee does not measure up to company expectations. For our customer service department we might consider using a numerical scale form. We will use a scale from 1-5 with 1 being the worst and 5 being the best; in keeping with the nature of Zappos core values a sample of a questions for rating customer service will be on a scale of 1-5 how do you rate how much fun did you have on the phone today?
Regardless of what form of appraisal is conducted the main purpose of an evaluations is to ensure communication between staff and management, that business goals are being met, and for the employees personal development and goals.
(Susan, 2014) http://humanresources.about.com/od/performancemanagement/a/self_evaluation.htm (Irvine, 2011) http://hr.toolbox.com/blogs/strategic-employee-recognition/zappos-gets-it-right-again-how-a-performance-appraisal-process-should-work-46237
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