Sample employee comments on performance appraisal
- 1. Sample employee comments on performance appraisal In this file, you can ref useful information about sample employee comments on performance appraisal such as sample employee comments on performance appraisal methods, sample employee comments on performance appraisal tips, sample employee comments on performance appraisal forms, sample employee comments on performance appraisal phrases … If you need more assistant for sample employee comments on performance appraisal, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal I. Contents of getting sample employee comments on performance appraisal ================== Performance management can be one of the most challenging aspects of a manager’s job. But when done strategically, and with an end in mind, it can be a positive and even rewarding experience for the manager as well as the employee. When I speak to managers, I try to help them understand that managing employees and doing performance appraisals should just be a part of how things are done and ingrained into the culture of the organization. The following 3 tactics can help a manager ease the pain of performance management and help affect a positive work experience. 1. Setting Expectations One of the first and most critical steps in effective performance management is setting expectations for the employee. Employees need clear direction on what their responsibilities are and a good understanding of what is expected of them. There are a couple of ways to do this effectively: The first is to have a detailed job description that is tied to departmental goals which supports organizational goals. A job description should have very specific job tasks and SMART goals attached to it.
- 2. The second is for a manager to spend time with the employee to be sure they are trained and have a clear understanding of how to do their job, who to go to with questions and what to do when they get to a stopping point. The third would be for the manager to meet with the employee at about 90 days and reiterate the expectations and clarify any possible confusion in task responsibility that sometimes comes with actually performing job duties. One trick I’ve learned is to have the employee verbally repeat expectations that are given to them. This allows you to hear how they interpreted them and gives you an opportunity to guide them appropriatly. 2. Confront Issues Confronting the inevitable issues that come with managing people is sometimes a difficult, time-consuming, challenging and often stressful part of management. Performance issues need to identified quickly and nipped in the bud to avoid things getting worse. Issues that are not confronted can create confusion and foster an unhealthy work environment. 3. Note Taking Note taking is documentation of employee performance. While this can be a tedious and cumbersome task, there are short cuts to streamline the process. Some things that have worked for me are: If you use a calendar or day planner, keep a separate page in the back for each employee that you manage. For example, have a page for Sue Smith, Tom Tucker, Amy Foster, etc. On those pages you should jot down incidents that happen and keep the following columns: Name Date Time Incident Persons involved Action Taken The trick is if you observe a positive behavior, tell the employee and jot it down. If you observe a behavior you want changed, mention it to the employee and jot it down. If you do everything electronically, you can create an excel spread sheet and keep a separate page on each employee. Save it in Google docs or drop-box to have access anywhere. Example Note Taking Log
- 3. When a manager prepares for the annual performance appraisal, this log provides all the information they need to be objective about employee performance. This sets the stage to have an honest, factual and unbiased conversation with the employee that celebrates the successes and corrects behaviors that may have veered off course. As you can see from the above log, if a manager documents all incidents, both positive and negative, the employee is constantly receiving feedback and learning what their behavior boundaries are and positively reinforcing behaviors that go above and beyond job expectations. While this may seem to be a lot of extra work, the rewards are great when you see an employee grow and develop. Coaching and helping employees grow professionally is one of the biggest rewards in managing people. The way you manage employees may set a professional development course for them. That responsibility should not be taken lightly. ================== III. Performance appraisal methods 1.Ranking Method The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in terms of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group. Advantages of Ranking Method i. Employees are ranked according to their performance levels. ii. It is easier to rank the best and the worst employee. Limitations of Ranking Method i. The “whole man” is compared with another “whole man” in this method. In practice, it is very difficult to compare individuals possessing various individual traits. ii. This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee. iii. When a large number of employees are working, ranking
- 4. of individuals become a difficult issue. iv. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements. 2. Rating Scale Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases 3. Checklist method Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of administration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings 4. Critical Incidents Method
- 5. The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment. 5. Essay Method In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist. Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters. 6. Behaviorally Anchored Rating Scales statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.
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