The Complete Guide to Performance Appraisal

"Time spent in determining the organization's mission ensures the organization that the activities of each member are aligned with the organization's mission, and when variances do occur, they are caught and corrected quickly."

"To understand the essential difference in performance appraisal approaches, it helps to realize that different forms focus on different parts of the performance process."

"In an effective performance appraisal system, the manager and subordinate meet at the beginning of the appraisal period to review the accountabilities, set objectives, and come to agreement on how the individual's performance will be measured."

"In putting forth the performance factors or competencies for assessment, the organization is telling its members that these are the single most important attributes that they seek from members of the team."

"If you approach the appraisal writing process with certain beliefs and assumptions, you will have little difficulty in generating an appraisal that is fair, unprejudiced, and objective."

"Create a discussion plan in advance of the actual meeting with the subordinate."

"Beginning with areas where you both agree helps you understand how the employee went about making judgments about her own performance and shows her your thought processes."

"Probably the most powerful technique available to any manager who wants to increase the effectiveness of performance appraisal in building superior performance among a work group is self-appraisal."

"More important in ensuring top management support is the ability to demonstrate a relationship between improving the performance management system and achieving strategic business objectives."

"In developing the performance management system, the members of the implementation team will need to recommend the steps to be followed in the three phases?planning, execution, and evaluation. "

"One of the most accurate indicators of an ineffective performance appraisal system is an absence of complaints about it."

"In addition to learning all of the administrative requirements of the system, appraisers need to become as expert as possible in two other areas: performance managers and feedback deliverers."

"Where performance appraisal can be of most use is on an individual basis, identifying the specific areas that need strengthening and the deficiencies that need correction."

"Providing guideline percentages may be the most effective way of influencing overall performance appraisal ratings, guarding against rating inflation, and protecting against pockets of severe strictness or leniency."

"No appraisal system is immune to legal challenge. But the risk of legal difficulties can be minimized if basic good management practices are followed."

"The primary dilemma with performance appraisals and teams is that appraisal forms and processes were built with individuals in mind."