Performance Appraisals

Topics: Performance appraisal, Want, Employment Pages: 3 (854 words) Published: July 22, 2013
Performance Appraisals-The Good, the Bad and the Ugly

Performance Appraisals-The Good, the Bad and the Ugly

According to the video “Appraisals as a Motivational Tool” by Judith Leary-Joyce, the appraisal process is a process that needs to be given time and consideration to. Despite most supervisors being very busy and having limited time, they need to make the time when it comes to completing an employee appraisal. The supervisor needs to review the previous performance appraisal of the employee and review the employee’s progress since that evaluation. The supervisor needs to review the work habits, attitude and productivity by talking to peers, other supervisors and customers about the employee. Merely filling out a performance appraisal form is not enough. You need to collect information, set goals, and evaluate your own performance before the employee walks into your office. Most supervisors dread the appraisal process and do want to rush to get through with them. The reason being, first, appraisals require the evaluator to communicate personal judgments. Second, the process can be time consuming, especially if they only do annual reviews that force them to recall an entire year's worth of experiences. Performance appraisals don't have to be painful or unpleasant when they are done correctly and approached with the right frame of mind. Appraisals can be an effective planning tool for managers and provide important feedback to employees. Evaluators need to involve employees in the formulation of goals and action plans. This will take some of the workload off of the evaluator and it will also make the goal much more meaningful if the employee took part in its development. According to DeCenzo 2013, there are some major factors that can distort appraisals. It would be nice to believe that the evaluator is non-bias and looks at the employee’s performance in an objective way only, but that is not necessarily the case....

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What are some major factors that distort performance appraisals?
Leary-Joyce states that people don 't get out of bed wanting to do a bad job and the appraisal process can motivate them to do a good job. How can that happen?
What does she suggest managers do to make the meeting more successful?
Based on all the above when and why would you recommend employee training and development plans?
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